1. law, govt and politics

CONTRACTUAL AGREEMENT
2012-2015
EAST AURORA COUNCIL
IFT/AFT LOCAL 604
and the
BOARD OF EDUCATION
EAST AURORA SCHOOL DISTRICT NO. 131
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Table of Contents
Section 1:
General Provisions
Article I
Recognition and Representation
Article II
Union Board Relations
Article III
Management Rights
Article IV
No Strike
Article V
General Leave Provisions
Article VI
Personnel File
Article VII
Grievance Procedure
Article VIII
Fringe Benefits and Expense Reimbursements
Section 2:
Teachers’ Provisions
Preamble
Article IX
Conditions of Employment
Article X
Evaluation
Article XI
Discipline and Discharge
Article XII
Seniority
Article XIII
Leaves
Article XIV
Salary and Additional Compensation
Section 3:
Support Staff Provisions
Preamble
Article XV
Conditions of Employment
Article XVI
Evaluation
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Article XVII
Discipline and Discharge
Article XVIII
Leaves
Article XIX
Salary and Additional Compensation
Section 4:
Office Staff Provisions
Preamble
Article XX
Conditions of Employment
Article XXI
Evaluation
Article XXII
Discipline and Discharge
Article XXIII
Leaves
Article XXIV
Salary and Additional Compensation
Section 5:
Effect of Agreement
Appendices
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Appendix A-1: Salary Schedule Certified 2012-2013
Appendix A-2: Salary Schedule Certified 2013-2014
Appendix A-3: Salary Schedule Certified 2014-2015
Appendix B: Salary Schedule Classified Support Staff
Appendix C: Salary Schedule Classified Office Staff
Appendix D-1: Procedures for Stipend Positions
Appendix D-2: Classification of Stipend Positions
Appendix D-3: Schedule of Stipend Payments
Appendix D-4: Form 1, Stipend Position Proposal
Appendix D-5: Form 2, Payment Form
Appendix D-6: Assessment for Athletics
Appendix D-7: Assessment for Teacher Leadership
Appendix D-8: Assessment for Activities
Appendix E-1: Teacher Formal Observation
Appendix E-2: Teacher Summative Evaluation
Appendix E-3: Ancillary Formal Observation
Appendix E-4: Ancillary Summative Evaluation
Appendix F: Support Staff Evaluation
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Appendix G: Office Staff Evaluation
Appendix H-1: Lesson Plan
Appendix H-2: Lesson Plan
Appendix H-3: Lesson Plan
Appendix I: Informal Evaluation Form
Appendix J: Overtime Form
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SECTION 1
GENERAL PROVISIONS
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Article I Recognition and Representation
1.1
Parties to the Agreement
This agreement is by and between the Board of Education of East Aurora School District No. 131,
Kane County, Illinois, hereinafter referred to as the “Board,” and the East Aurora Council,
American Federation of Teachers-Local 604, AFT/IFT, AFL/CIO, hereinafter referred to as the
“Union,” pursuant to and in compliance with the Illinois Educational Labor Relations Act.
1.2
Recognition, Jurisdiction, and Scope
For the purposes of collective bargaining with respect to wages, hours, and terms and
conditions of employment, the Board recognizes the Union as the sole and exclusive
representative for all personnel as identified in the Preambles to Sections 2, 3, and 4 of this
Agreement excluding such employees as identified in this Agreement and all other such
employees as defined in Section 2 of the Illinois Educational Labor Relations Act.
1.3
Conformity to Law
Should any article, section, or clause of this Agreement be declared illegal by a court of
competent jurisdiction, or in the event the Congress or the Legislature enacts a law in conflict
with any article, section, or clause of this Agreement, said article, section, or clause, or as the
case may be, shall be automatically deleted from this Agreement to the extent that it violates
the law, but the remaining articles, sections, or clauses shall remain in full force and effect for
the duration of the Agreement, if not affected by the deleted article, section, or clause.
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Article II Union /Board Relations
2.1
Right to Representation
The Union agrees to represent equally and without prejudice all members of the bargaining unit
for purposes of negotiations with the Board concerning terms and conditions of their
employment.
2.2
Union/Superintendent Meetings
The Superintendent shall meet with representatives of the Union to discuss matters relating to
the implementation of the Agreement, as well as matters of mutual concern, provided that the
Superintendent shall not be required to meet more than one (1) time per calendar month. The
Superintendent shall not be required during such meetings to discuss any pending grievances or
any matter which is then subject to consideration as part of the negotiations of a successor
Agreement. Upon the request of the Superintendent, the Union’s representatives shall submit
an agenda of items to be discussed at least three (3) calendar days in advance, if possible, of
such meeting.
The Union President shall meet with the Superintendent upon request subject to the same
conditions as contained in the preceding paragraph.
2.3
Union/Principal Meetings
The principal of each building shall meet with representatives of the Union to discuss matters
relating to the implementation of this Agreement as well as matters of mutual concern,
provided that the principal shall not be required to meet more than once each month. The
principal shall not be required during such meetings to discuss any pending grievances or any
matter which is then subject to consideration as part of the negotiations of a successor
Agreement. Upon request of the principal, the Union representative shall submit an agenda of
items to be discussed at least three (3) calendar days, in advance, if possible, of such meeting.
2.4
Information to the Union
Documents, including but not limited to the following, shall be either furnished to the Union
President or posted on the District’s website, as they are received, completed, or compiled:
A.
Board agendas;
B.
Official minutes of the Board;
C.
Monthly budget summaries;
D.
Board policy manual;
E.
Annual auditor’s report and management letter;
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2.5
F.
Current fiscal year budget;
G.
Statistical information, not including employees’ names, pertaining to employee step
placement, salary lane placement, extended service placement and present insurance
coverage;
H.
Faculty lists, including home addresses and a list of telephone numbers. The list of new
employees hired shall be given to the Union by September 1 of each year, and names
and addresses of persons employed after that date shall be provided within 20 days of
hire.
Meetings, Notices, and General Information
The Union shall have the right to request and, upon approval of the building principal to use
buildings for meetings of the East Aurora Council (which may include other employees of the
Board and a reasonable number of guests), provided that such meetings do not interfere with
instructional and/or extra-curricular programs. Any special expenses as a result of such
meeting(s) will be reimbursed to the District by the Union.
The Union may use the inter-building delivery system, teacher school mailboxes, and teacher
lounge bulletin boards for Union matters. The use of the inter-building delivery system shall be
subject to any rules or regulations as may be promulgated by the United States Postal Service or
other governing agency or any legislation which may be hereafter adopted. The Superintendent
and the appropriate principal shall be given a copy of all open communications as soon as
possible.
If the Union wishes to use the District’s e-mail system for Union business, the Union will advise
the Superintendent of a summary of the intended communication. The Union may use the
District’s e-mail system for the communication identified to the Superintendent unless the
Superintendent objects based on the District’s Acceptable Use policy.
When using the District’s e-mail system, the Union will comply with the District’s Acceptable Use
policy and administrative procedures as amended from time to time.
The Union shall be allowed reasonable use of computers, copying equipment and audio/visual
equipment upon approval of the Administration. The Union will pay for all consumable
materials used. No school equipment may be removed from the premises or used for political
purposes. The Union will be financially responsible for all damage occasioned by the use of such
equipment. Nothing herein shall be construed as precluding the Board from designating an
employee other than a member of the bargaining unit to actually operate such equipment or to
supervise its use.
2.6
Dues Check-Off
The Board shall deduct from the regular paycheck of each member, from whom it received
written authorization to do so, the required amount of Union dues. The dues of a list of
employees from whom the dues have been deducted, and the amount deducted from each shall
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be forwarded to the proper Union officer no later than ten (10) days after such deduction was
made. Deductions shall continue unless and until authorization is withdrawn by the employee
by written notice to the Assistant Superintendent for Finance and the Union Treasurer.
If the Board shall comply with the foregoing, the Union shall defend and hold the Board
harmless for all such actions.
2.7
District Directory
The Union and its officers shall be listed in the District Directory posted on the District’s website.
2.8
Union Presentation
The Union or designees shall be on the program for the orientation for new teachers. The Union
President or designee shall be on the agenda, upon request two days in advance, for a period
not to exceed 10 minutes, at general building faculty meetings, SIP days, or inservice days,
where all faculty are present prior to separating into separate groups to make announcements,
give brief reports, and elicit opinions and concerns of the faculty.
2.9
Fair Share
A.
All employees covered by this Agreement who are not members of the Union,
commencing on the effective date of this Agreement, or upon their initial employment,
and continuing during the term of this Agreement, and so long as they remain nonmembers of the Union, shall pay to the Union each month their fair share of the costs of
the services rendered by the Union that are chargeable to non-members under state
and federal law.
B.
Such fair share payment by non-members shall be deducted by the Board from the
earnings of the non-member employees and remitted to the Union, provided, however,
that the Union shall submit to the Board an affidavit which specifies the amount
constituting said fair share not exceeding the dues uniformly required of members of
the Union.
C.
Upon receipt of said affidavit the Board shall cooperate with the Union to ascertain the
names of all employee non-members of the Union from whose earnings the fair share
payments shall be deducted, their work locations and available space to post a notice
concerning fair share.
D.
The Union shall cause to be posted a notice contain the fair share fee information
specified in Section B above and advising that any non-member may object to the
amount of the fee by filing a fair share fee objection or unfair labor practice against the
Union with the Illinois Educational Labor Relations Board.
E.
If an ultimate decision in any proceeding hereunder directs that the amount of the fair
share fee should be lower than the amount fixed by the Union, the Union shall promptly
adopt said determination and notify the Board to reduce deductions from the earnings
of non-members to said prescribed amount.
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2.10
2.11
F.
The Union shall indemnify and hold harmless the Board, its members, officers, agents
and employees from and against any and all claims, demands, actions, complaints, suits,
or other forms of liability that shall arise out of or by reason of action taken by the
Board of this Article, or in reliance on any list, notice, certification, affidavit, or
assignment furnished under any such provisions.
G.
If during the term of this Agreement, the Labor Board of a court of competent
jurisdiction rules any part of the Article void or not enforceable, the Union and Board
agree to convene negotiations on this matter immediately for the sole purpose of
bringing this Article into compliance with the standards or ruling of said Labor Board or
court.
H.
Any employee objecting to the Fair Share Fee based upon bona fide religious tenets or
teaching of a church or religious body of which such employee is a member shall pay an
amount equal to the Fair Share Fee to a non-religious charitable organization. Such
organization shall be mutually agreed upon by the employee and the Union, or in the
absence of such agreement, to an organization on the approved list of charitable
organizations established by the Illinois Educational Labor Relations Board.
Union President Released Time
A.
The Union President, or his/her designee, shall be released from his/her regular duties
to the district on a daily basis for each school day. It is understood that the released
time will be used to attend to the duties of the Union President. The Vice-President for
office personnel shall be released for up to five (5) school days per year without loss of
pay for the investigation of grievances or other activities relating to office personnel
issues.
B.
If and when it is necessary for the Union President or his/her designee to be absent
during the non-school day time assigned to contractual services to the district, in order
to attend meetings or conferences, investigate grievances, or deal with other teacher or
school related matters, the President or his designee will be available for a like amount
of internal coverage time during hours he/she would normally be released. The Union
President shall notify the Superintendent or his designee at least two (2) school days in
advance.
C.
The Union President or his/her designee will not incur loss of wages, benefits, tenure or
salary scale advancement because of the exercise of this provision.
D.
Whenever the Union Presidency passes to a different member, the release time
provision will be accommodated as soon as practicable, but no later than the beginning
of the next semester.
E.
As used in this section, “designee” shall mean only another Vice-President.
COPE Deduction
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The East Aurora Board of Education agrees to honor contribution deduction authorization from
its employees who are East Aurora Council, AFT Local 604 members in the following form:
“I hereby authorize the East Aurora Board of Education to deduct from my salary the sum of
$______ and to forward that amount to the East Aurora Council, AFT-Local 604 Political
Committee. This authorization is voluntarily made on the specific understanding that the
signing of this authorization and the making of payments to the East Aurora Council, AFT-Local
604 Political Committee are not conditions of membership in the union or of employment with
the East Aurora Board of Education, and in that the East Aurora Council, AFT-Local 604 Political
will use the money it receives to make political contributions and expenditures in connection
with federal, state and local elections.”
(Signed)
Name
Address
Identification Number
If the Board shall comply with the foregoing, the Union shall defend and hold the Board
harmless for all such actions.
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Article III Management Rights
3.0
Management Rights
The Board retains and reserves unto itself all powers, rights, duties, and responsibilities
conferred upon and vested in it by the statues of the State of Illinois.
The Board shall not be required to bargain over matters of inherent managerial policy, which
shall include such areas of discretion or policy as the functions of the employer, standards of
services, its overall budget, the organization structure and selection of new employees, and
direction of employees.
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Article IV No Strike
4.0
No Strike
The Union agrees that there shall be no strike, withholding of services, or other refusal to render
full and complete service to the Board during the term of this agreement.
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Article V General Leave Provision
The general leave provisions in this Article V are intended to apply to all employees covered by this
Agreement. Specific leave provisions that apply to Teachers are in Article XIII, specific leave provisions
that apply to Support Staff are in Article XVIII, and specific leave provisions that apply to Office Staff are
in Article XXIII. In the event of a conflict between any provision of this Article V, and a provision
contained in Articles XIII, XVIII, or XXIII, then the provision in Article XIII, Article XVIII, or Article XXIII, as
applicable, shall control.
5.1
Sick Leave
Sick leave shall be determined to mean personal illness, quarantine at home, or serious illness or
death in one’s immediate family or household. Immediate family shall mean: parents, spouse,
civil union partner, brothers, sisters, children, grandchildren, grandparents, parent-in-law,
brother/sisters-in-law, and legal guardians. Medical verification shall be required by the
administration as evidence of personal illness for any sick days requested beyond three (3)
consecutive days of absence. Failure to provide a required medical verification will result in the
denial of additional requested sick days beyond the initial three (3) days for such claimed illness.
Sick leave shall terminate upon the earlier of (a) the employee’s return to work, or (b) the
exhaustion of the greater of accumulated sick days, other paid time off, or applicable FMLA or
VESSA leave. An employee may apply for additional leave pursuant to Section 5.2 hereof in the
event the employee has a condition that would qualify for sick leave and all paid time off, sick
days, and applicable FMLA or VESSA leave has been exhausted. As an example, if an employee
is ill for a period that would extend 12 work weeks, has only one week left of FMLA and 15 sick
days, that employee would have 15 days of sick leave left (the first week of which would be
concurrent with the one week of FMLA) with benefits, and would thereafter need to apply for
an uncompensated medical leave pursuant to Section 5.2.
5.2
Uncompensated Medical Leave of Absence
The Board of Education, in its sole discretion, may grant an employee a leave of absence,
without pay or other benefits, for a matter which would qualify for sick leave. Such leave may
not commence until the employee has exhausted all accrued paid time off, accumulated sick
leave, and FMLA or VESSA leave. The leave shall not exceed 90 consecutive school days. Request
for an unpaid leave of absence must be accompanied by medical verification as to the nature
and extent of the illness or incapacity and estimated time necessary for recovery therefrom. In
exercising its discretion the Board will take into consideration continuity of instruction, support
staff, medical factors to the maximum degree possible, and the pertinent time factors related
thereto. This leave is available to an employee whether or not the employee is receiving short
term disability.
An employee granted an unpaid leave hereunder may continue his/her group insurance
coverage at his/her expense, provided the carrier agrees to such continuance, upon timely
advance payment to the business office of all premiums due. No later than fourteen (14)
calendar days prior to the scheduled termination of any leave in excess of sixty (60) days, the
employee shall notify the Assistant Superintendent for Human Resources in writing of his/her
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intention to return to employment. Failure to provide such notification shall be deemed a
submission of resignation from employment in the district effective at the end of the leave.
5.3
Personal and/or Emergency Leave
The amount of personal or emergency leave available to an employee shall be as provided in
Articles XIII, XVIII, and XXIII, as applicable. Personal leave is intended to be utilized for attending
to legal, personal business, and moral obligations which cannot be attended to at any other time
except during school hours and is not intended to be used for such matters as vacation or
recreation. Except in cases of an emergency, written advance notice of the necessity and reason
for personal leave shall be submitted two (2) school days prior to date of leave to the
employee’s supervisor or building principal, as applicable. In the case of an emergency, the
employee must provide reason for the leave as soon as possible and in any event, no later than
the date he/she returns to duty. A denial of such leave may be appealed to the Assistant
Superintendent for Human Resources. Any appeal shall be accompanied by documentation of
the event for which the leave was requested.
5.4
5.5
Court Appearances
A.
For a school connected incident or matter, where a court appearance is required by the
Board, a subpoena, or by court or law enforcement officials, there shall be no loss of
salary or leave days. A copy of any subpoena or court order shall be submitted to the
District in support of any claim for payment.
B.
For jury duty, an employee's salary shall be reduced by the amount of the fee she/he
receives for his/her services and there shall be no loss of personal leave. A copy of a
jury summons or other relevant documentation shall be submitted to the District in
support of any claim for payment.
C.
If an employee is subpoenaed to testify in court by the Board or the Board's insurer, or
in a criminal proceeding relating to a school matter (other than a traffic offense), the
employee shall suffer no loss of salary or leave.
Absence due to Assault by Student
Absence due to injury incurred in the course of employment shall not be charged against sick
leave if caused by a student during the school day or during a school sponsored event and in the
course of the employee intervening in order to break up a fight or altercation or to protect the
safety of a student or students. For the period of such absence, the Board shall pay the
difference between the teacher's salary and the amount received by the teacher under the
Illinois Worker's Compensation Act for temporary total disability.
5.6
Maternity/Child Care Leave
In addition to the use of sick days as provided in subsection C hereof, and any FMLA leave to
which an employee is entitled, the Board may, in its discretion, grant maternity/child care leave
without pay or benefits to fulltime employees in the District subject to the following conditions:
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A.
All such leaves shall be for a fixed period with specific beginning and ending dates not to
exceed one calendar year in duration. The length of such leaves shall be mutually agreed
upon by the employee and the administration provided the termination of such leave
during the school year shall be non-precedential. The duration of the leave shall take
into consideration the continuity of instructional staff, support staff, instructional
assistance, medical factors to the maximum possible degree, and the pertinent time
factors related thereto. Every effort shall be made to have such leave terminate
immediately prior to the start of a new school term.
B.
Requests to the Board for maternity/child care leave shall be in writing and made no
later than thirty (30) calendar days prior to the date the employee is requesting the
leave to commence.
C.
Accumulated sick leave shall be used during periods of pregnancy-related illness or
disability, and during any periods of FMLA leave, but is not available during any other
portion of the unpaid maternity /child care leave used for child care or bonding.
E.
In the case of adoption, an employee shall keep the Superintendent and/or designee
informed and make appropriate arrangements for the commencement and the duration
of the leave with the Superintendent.
Adoptions shall apply to a child of less than six (6) years of age and the provisions of 5.6.C.
above shall apply except as clearly inappropriate because of the nature of the adoption
proceedings.
5.7
FMLA/VESSA Leave
Employees shall have all rights accorded by the Family Medical Leave Act (FMLA) and the
Victims Economic Security and Safety Act (VESSA) and nothing in this Agreement shall be
interpreted in a manner inconsistent with the provisions of either FMLA or VESSA.
5.8
Other Leaves of Absence
The Board may grant a leave of absence without pay or benefits to an employee for a purpose it,
in its discretion, deems appropriate and beneficial to the School District for a period of up to one
(1) school year upon such terms and conditions as Board may elect. The granting, withholding or
conditioning of such leave of absence shall be non-precedential with respect to any other
request for such leave by such employee or any other employee.
Notification of intention to return to the employ of the school district from an unpaid leave of
absence shall be made in writing to the Assistant Superintendent for Human Resources at least
ninety (90) calendar days prior to the end of the school year preceding the expected return.
Failure to notify the Superintendent, in writing, shall be deemed a resignation. Employees
returning from an unpaid leave of absence shall be placed on the salary schedule at the same
place they occupied at the beginning of the leave unless they shall have worked at least ninety
(90) days of the current year. In the latter case, employees shall be granted a full year's credit on
the salary schedule if the partial year of service started before the commencement of the leave.
Employees returning from an unpaid leave of absence shall resume their duties only at the
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beginning of the school year unless otherwise recommended by the Superintendent and
approved by the Board of Education. Upon expiration of the leave and upon presentation of
evidence satisfactory to the Board of Education manifesting compliance with the conditions of
the leave, the employee shall be returned to a position within the school district, however, not
necessarily at the same building and/or position formerly occupied.
5.9
Union Leave
The Board shall grant a leave of absence without loss of pay to three (3) representatives of the
Union for up to three (3) days each to attend local, state, or national conferences and/or
conventions or other pertinent Union business or affairs, provided the Union shall promptly
reimburse the Board for the cost of any substitutes.
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Article VI Personnel File
Only one official board file shall be kept for each employee, and all materials to be placed in the official
board file shall be inserted in a timely fashion.
The employee shall be notified by e-mail or given a copy of all non-routine documents containing an
assessment of employee actions or conduct, or involving disciplinary actions placed in an employee
personnel file within ten (10) school days. The employee shall have the right to attach dissenting or
explanatory material to any document or other piece of material to be placed in the personnel file
within thirty (30) days. Nothing shall be permanently removed from the personnel file without the
consent of both the Board and the employee.
The employee shall have the right to inspect his/her personnel file at such reasonable times during the
regular hours established for the Central office. Such right to inspection shall not extend to such
matters which should not be disclosed to the employee under the Illinois Personnel Records Act. The
Board may designate a representative to be present during any review of the personnel file by the
employee. The employee shall have the right to be furnished a copy of any or all material, at his/her
expense if requested.
Neither an employee’s file nor any of its contents shall be copied or otherwise made known to other
persons without the employee’s permission either during or after his/her service in the District,
provided, however, that such a file shall be available to the Board, the Superintendent or designee, and
the employee’s principal or immediate supervisor to whom he/she is responsible, and shall be otherwise
disclosed pursuant to law.
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Article VII Grievance Procedure
7.1
7.2
7.3
Definitions
A.
Any claim by an employee, a group of employees, or the Union if said claim is of a class
action nature or pertains to administrative staff beyond the building level, that there
has been a violation, misrepresentation, or misapplication of the terms of this
Agreement shall constitute a grievance.
B.
As used herein “days” means Monday through Friday except when the Business Office is
closed.
Statement of Basic Principles
A.
Every employee covered by this Agreement shall have the right to present grievances in
accordance with these procedures, with or without representation. Nothing contained
in this Article or elsewhere in this Agreement shall be construed to prevent any
individual teacher from discussing a problem with the Administration and having it
adjusted without intervention or representation of organization representatives,
provided that the Union has been given the opportunity to be present at such
adjustment.
B.
An employee who participates in these grievance procedures shall not be discriminated
against and shall not be subjected to discipline or reprisal because of such participation.
C.
The failure of a grievant or the Union to act on any grievance within the prescribed time
limits will act as a bar to any further appeal, and an administrator’s failure to give a
decision within the time limits shall permit the grievant to proceed to the next step.
D.
The Union will be notified of the final disposition of the grievance within ten (10) days,
which disposition shall not be in conflict with any of the terms or conditions of this
Agreement.
E.
Conferences under this procedure shall be conducted at a time and a place which will
afford a fair and reasonable opportunity for all persons, including witnesses entitled to
be present , to attend and will be held, insofar as possible, after regular school hours or
during non-teaching times of personnel involved. When such hearings and conferences
are held, at the option of the Superintendent, during school hours, all employees whose
presence is required shall be excused with pay, for that purpose.
F.
It is agreed that any investigation or other handling or processing of any grievance by
the grieving employee or the Union representatives shall be conducted so as to result in
no interference with or interruption whatsoever of the instructional program and
related work activities of the employee.
Procedures for Adjustment of Grievances
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Informal Conference: A complaint shall first be discussed with the object of resolving the matter
informally.
First Step
The aggrieved employee and a representative of the aggrieved, as desired, shall file the
grievance in writing at the first step within twenty (20) days from the date of the occurrence of
the event giving rise to the grievance. The written grievance shall state, but not be limited to,
the nature of the grievance, the clause or clauses of the Agreement allegedly violated, and the
remedy requested. The principal or appropriate administrator will arrange for a meeting to take
place within ten (10) days after receipt of the grievance to discuss the matter. The principal or
Assistant Superintendent for Human Resources, or designee, shall make a decision on the
grievance and communicate it in writing to the employee and the Superintendent or designee
within ten (10) days.
Second Step
In the event a grievance has not been satisfactorily resolved at the first step, the aggrieved
employee shall file, within ten (10) school days of the principal or appropriate administrator’s
written decision or answer at the first step, a copy of the grievance with the Superintendent or
his/her designee. The aggrieved employee shall send a copy of such grievance to the Union
President. Within ten (10) days after such written grievance is filed, the aggrieved, a
representative of the aggrieved, as desired, and the Superintendent or his/her designee, shall
meet to resolve the grievance. The Superintendent or his/her designee shall file an answer
within ten (10) days of the second step grievance meeting and communicate it in writing to the
employee, the principal or administrator, and the Union President. The employee, upon request
to the Union may have a Union representative present.
Third Step
If the grievance is not resolved satisfactorily at Step Two, there shall be available a third step of
impartial, binding arbitration. The Union shall submit, in writing, a request to the
Superintendent within ten (10) days from the receipt of the step two answer. The parties shall
jointly request the American Arbitration Association submit to them arbitrators’ names and
qualifications. The arbitrator shall be selected in accordance with the practices of the American
Arbitration Association. The arbitrator selected shall be jointly notified of his/her selection and
requested to contact the parties with respect to setting up a time for a hearing. If the demand
for arbitration is not filed within thirty (30) days of the date for the step two answer, then the
grievance shall be deemed withdrawn.
The arbitrator, in his/her opinion, shall not amend, modify, nullify, ignore, or add to the
provision of the Agreement. His/her authority shall be strictly limited to deciding only the issue
or issues presented to him/her in writing by the School Board and the Union, and his/her
decision must be based solely upon his/her interpretation of the meaning or application of the
express relevant language of the Agreement. The arbitration shall not make any award void or
prohibited by law, statutory, or decisional.
Each party shall bear full costs for its representation in the arbitration. The cost of the arbitrator
and the AAA shall be divided equally between the Board and the Union.
If either party requests a transcript of the proceedings, that party shall bear full cost of that
transcript. If both parties order a transcript, the costs of the two transcripts shall be divided
equally between the Board and the Union.
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7.4
Bypass to Superintendent
If the Union and the Superintendent agree, Step One of the grievance may be bypassed and the
grievance brought directly to Step Two.
7.5
Bypass to Arbitration
If the Superintendent and the Union agree, a grievance may be directly submitted to arbitration.
7.6
Class Grievances
Grievances involving an administrator above the building level, may be initially filed by the
Union at Step Two.
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Article VIII Fringe Benefits
8.1
8.2
Hospitalization/Major Medical Insurance
A.
The Board shall continue to provide health insurance including major medical, dental,
vision, and prescription drug coverage, in accordance with existing plans: provided that
the Board’s total cost for health, dental, prescription drug and long-term disability plans,
including administrative expenses, re-insurance premiums and other related costs will
not exceed 105% of the prior year’s cost. Should the cost exceed 105%, the District
Insurance Committee will convene to discuss adjustments in the plans and/or employee
contribution increases necessary to limit the Board’s cost to 105% of the prior year.
B.
The district Insurance Committee will consist of a number of representatives from the
Board, the Union, other employee unions, administrators and non-represented
employees as are agreed upon by all concerned. The Committee shall review insurance
cost data, claims history, cost projections and other information necessary to evaluate
options for controlling insurance expenses. The committee shall not have the authority
to alter benefit or premium levels, but shall report findings and recommendations to the
Board, the Union and other constituent groups.
Dental Insurance
The Board shall provide a group dental insurance policy for each employee and his/her
dependents. The cost for those taking medical coverage as well as dental is included in the
monthly medical insurance premium. The individual deductible shall be determined yearly by
the Insurance Committee. The cost for those taking only the dental insurance and not the
medical will be determined by the Insurance Committee yearly.
8.3
Life Insurance
The Board agrees to furnish term life insurance in the amount equivalent to the annual cash
salary (rounded to the nearest thousand dollars), but not to exceed $75,000. This insurance will
also carry the Accidental Death and Dismemberment coverage in the same amount. The Board
agrees to offer employees the option of purchasing additional life insurance up to a maximum of
$150,000 of additional coverage provided the person meets the requirements of the insurance
carrier in regards to insurability.
8.4
Long-Term Disability Insurance
The Board agrees to furnish during the period of this contract a long-term disability income
protection plan. Briefly, this is known as a 60% Plan (not to exceed $2,500 monthly)
coordinated with Social Security or Pension (TRS, IMRF) and carries a 180-calendar day
elimination period. For any employee who becomes disabled on or before he/she attains age
60, benefits cease at attained age 65. For an employee who becomes disabled after he/she
attains age 60, benefits cease at earlier of 5 years or attained age 70. As soon as practicable,
this policy shall be converted to a 120-calendar day elimination.
8.5
Payroll Deductions
22
Upon receipt of a written request from an employee, the Board will approve a deduction from
such employee’s regular paychecks, any money designed by the employee for purposes of credit
union, tax-sheltered annuity plan, tax-deferred compensation plan, short-term disability plan
and shall remit the designated amount to the person or company designated by the employee.
It is understood by the parties that in order to obtain approval for such deduction, a minimum
of six (6) employees must participate in any plan so approved, subsequent to the effective date
of this contract. Further, it is agreed that the Board will not be required to approve more than
six (6) plans in the aggregate.
8.6
Flexible Spending
The Board agrees to establish and provide to employees a flexible spending benefit cafeteria
fringe benefit program as provided in Section 125 of the Internal Revenue Code.
The purpose of such program will be to: provide the framework for adding new benefits at
minimal cost to the Board; offer flexibility to employees in the selection of fringe benefits that
will permit each employee to tailor benefits to his/her individual needs; and to reduce taxes,
thereby increasing spendable income.
The effective date for employee benefits to begin under this shall be as soon as possible.
Any monies in such program which are forfeited by law shall inure to the Board to offset the
costs of administration.
8.7
Expense Reimbursement
Expenses that are under $50 and are non-classroom specific may be reimbursed to the
employee upon prior approval of the employee’s immediate supervisor, and the building
principal. The request for reimbursement must be accompanied by an itemized paid receipt
attached to a properly completed reimbursement form. All other expense reimbursements
must be approved by the employee’s immediate supervisor and the building principal with the
request being accompanied by an itemized paid receipt attached to a properly completed
purchase order.
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SECTION 2
TEACHERS’ PROVISIONS
24
PREAMBLE:
The provisions of this Section 2 apply to all full-time certified personnel (except as excluded in Section
1.2) including: teachers, social workers, speech therapists, psychologists, counselors, school nurses,
librarians, interventionists, facilitators, coaches, and coordinators.
Article IX Conditions of Employment
9.1
School Calendar
The Board shall establish for the coming year a school calendar which does not exceed one
hundred ninety (190) school days. The calendar shall contain no more than one hundred eightyone (181) teacher workdays (except for newly-employed teachers who may be required to
attend up to five (5) additional non-instructional workdays in their first partial and/or full year of
employment). Emergency days which are not used for emergency purposes shall be designated
as special holidays at the end of the school year.
A school calendar shall be prepared by the district wide calendar committee.
9.2
Workday
A.
The conventional workday for school teachers, except elementary teachers, shall be
seven (7) and one-half (1/2) hours in length. Commencing with the second semester in
January 2013 the conventional workday for elementary teachers shall be seven (7) and
one-half (1/2) hours in length commencing at 7:45 a.m. to 3:15 p.m. This time shall
include a duty-free lunch period of no less than thirty (30) minutes. During times when
other teachers are assigned to instruct their students, classroom teachers shall typically
use such periods for planning, preparation, conferences or like activities.
B.
High school teachers will have seven (7) assigned periods which will include five (5)
assigned instructional periods. One period of the day shall be used for individual
planning, preparation and/or other professional activities related to the school program
and shall not be subject to regular assignment. One period of the day shall be assigned
as a duty period to be utilized for either hall duty, study hall supervision, Advisory
period, sweep room, detention/suspension holding areas, and/or to assist individual
students as the need may arise. During the term of this Agreement, Advisory will be
assigned on a voluntary basis and is not an additional teaching preparation. Advisory
assignments will be made for one school year in length.
C.
If a high school teacher is requested to and agrees to teach a sixth (6th) instructional
period, he/she shall be compensated at one-fifth (1/5) salary. If a middle school teacher
is requested to and agrees to teach a seventh (7th) instructional period, he/she shall be
compensated at one-sixth (1/6) salary.
D.
Middle school teachers will have eight (8) assigned periods which include six (6) periods
of instruction, and one period for team professional collaboration which shall not be
subject to regular assignment, and one individual preparation period.
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E.
Elementary teachers will have thirty (30) minute planning periods to be scheduled
during the two (2) physical education periods, two (2) music periods, and one (1) thirty
(30) minute portion of a computer lab period, conducted by the subject area personnel.
Kindergarten and non-classroom teachers (i.e. not grade level specified) shall have five
(5) thirty (30) minute planning periods built into their weekly schedule. Elementary
teachers shall be required to perform door duty supervision on a rotating basis.
Beginning the second semester of the 2012-2013 school year professional collaboration
time for elementary teachers shall be established by a joint committee having equal
representation from the District and the Union. Professional collaboration time includes
at a minimum, and is not limited to: PLC, PBIS, SIP, RTI, PST and discipline.
Certain thirty (30) minute preparation periods ordinarily provided to elementary
teachers may be eliminated for those elementary teachers selected by the Board or
Administration to teach overload classes. The elementary teachers selected to teach
overload classes are hereinafter referred to as “Overload Teachers.”
The Administration will seek volunteers for overload classes, but if the need arises
because of no or insufficient volunteers, a lottery will be held of those teachers properly
certified for the class or classes. In lieu of the eliminated preparation period, each
Overload Teacher will be required to teach the overload class for which he/she has been
selected /appointed. The thirty (30) minute preparation periods to be eliminated will be
designated by each Overload Teacher’s principal and may include any preparation
period that would normally be provided before school, after school, or during the school
day.
Each Overload Teacher will receive compensation for such additional teaching duties
(i.e., teaching the overload class) based upon an hourly rate that is computed by
dividing the individual teacher’s per diem by the number of hours in the teacher’s work
day less the teacher’s duty free lunch period.
F.
On days with evening activities, the teacher workday shall remain the same. All
teachers shall be required to attend two evening activities per year as designated by the
building principal. The principal shall give the teacher at least 30 days prior notice of a
required evening activity that occurs on or after October 1. Evening activities will
include: open house, curriculum nights, or parent informational activity, each of which
requires teacher planning.
G.
Teachers shall attend parent/teacher conferences as scheduled on the approved school
calendar.
H.
Teachers may leave the building during their non-teaching period with notification to
the appropriate administrator and/or designee. It is understood that teachers may not
exercise this prerogative for the purpose of shortening the workday.
I.
Middle School counselors may be required to work an extended contract of an
additional five (5) days beyond the number of regular teacher workdays. High School
counselors and psychologists may be required to work an extended contract of an
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additional ten (10) days beyond the number of regular teacher workdays. Such
additional days shall be compensated on a per diem basis.
9.3
J.
References in this Agreement to “Middle School”, may become obsolete if the Board,
for economic or academic reasons, reestablishes a “Junior High” organizational
structure for grades 6-8. Instructional, supervisory and preparation periods for teachers
in these grades may, if necessary, be adjusted for the Junior High structure, provided
the conventional workday described in Section 9.2.A. above is not extended without
further negotiation.
K.
Commencing with the 2012-2013 school year all elementary and middle school buildings
shall have at least one classroom tutor who shall work with classes exceeding 30
students. The Board shall provide additional elementary classroom tutors, up to a total
cost of $250,000 per year in the event an elementary classroom size reaches or exceeds
30 students for five consecutive school days, provided, however, that when the cost
cap is reached such tutors shall be assigned to the classrooms most in need as
determined by the Board. In the event a high school classroom size reaches or exceeds
30 students for five consecutive school days, and such event is presented to the Director
of Secondary Education with a request for additional support, then the Director shall
present the request to the Board of Education for consideration and review.
Preparations
At the secondary level, it shall be the general practice to assign teachers no more than three (3)
preparations.
Where it is necessary to assign more than three (3) preparations, such assignments shall be
reasonable and equitable and in the best interests of the students' and teachers' needs. Such
assignments shall be made in consultation with the teacher, and the following guidelines shall
be the criteria for such assignments:
9.4
1.
The interest, experience and training of the teachers;
2.
The number of specific subject preparations and the number of ability levels within the
specific subjects.
3.
The nature of the subject taught in terms of time needed for preparation, method of
evaluation, handling of special equipment and apparatus, and handling of materials and
supplies.
Faculty Meetings/Professional Development Days
A.
Except in an emergency the work day will not be extended more than twice a month for
faculty meetings. Such meetings shall begin no later than fifteen (15) minutes after the
normal student dismissal time and shall be no longer than fifty (50) minutes.
Notification of such meetings shall be made at least forty-eight (48) hours in advance
except in an emergency.
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B.
9.5
Inservice, school improvement, and institute days shall be as shown on the approved
school calendar. In such cases, the work day shall not be extended past the regular
workday.
Supervision/Special Events
With regard to supervision and extra-duty assignments outside the conventional work day, a
teacher ordinarily shall have no more than one (1) per year. A teacher shall be able to select
from among the available supervision/extra-duty assignments, on a first come, first serve basis.
If after the voluntary sign ups and the involuntary assignments, resulting in all teachers having
one assignment, there are necessary assignments remaining, volunteers shall again be solicited.
If there are insufficient volunteers the second involuntary assignments shall be made on an
inverse seniority basis.
Teachers shall not choose as their duty any activity for which they are the sponsor. Open house,
curriculum day, parent informational activity, and stipend positions are not considered as
supervision and extra-duty assignments under this section.
9.6
Substituting
A.
Every effort shall be made to secure qualified substitute teachers to assume the duties
of regularly employed teachers in their absence. Each school shall maintain a list of
teachers who would be willing to substitute during their preparation period when no
external substitute is available. Where feasible, such list of teachers shall be utilized
before any other teachers are requested to serve.
B.
Should it be necessary for a teacher to teach, supervise or perform administrative duties
during his/her planning time due to the unavailability of a substitute teacher, such
teacher shall be compensated at the internal substitution rate as noted.
Elementary (a)
Middle School (b)
High School (b)
2012-13
$34.71
$29.56
$32.14
2013-2014
$35.75
$30.45
$33.10
2014-2015
$36.82
$31.36
$34.09
(a)
(b)
9.7
Per clock hour with a minimum of 25 minutes
Per instructional period.
Assignments and Transfers
Teachers shall be notified in writing no later than the last day of school of a change in their
assignment(s) for the following school term, as to grade level, school and/or subject area. If a
change in assignment is necessitated less than thirty days prior to the start of the school term,
the teacher may resign without penalty.
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The Administration will attempt to avoid involuntary transfers. In the event of an involuntary
transfer, upon the request of the teacher, the Superintendent or designee and the teacher shall
meet to discuss the reasons for such transfer.
9.8
Vacancies
The Superintendent and/or designee shall post notice of all vacancies as they occur, in all
schools, and send notice to the Union President. No vacancy, except in case of emergency, shall
be filled on a permanent basis until such vacancy shall have been posted for at least five (5)
working days.
A vacancy shall be any full-time position which has been newly created or that becomes
available because the employee holding that position has left the District or bargaining unit.
In an emergency situation, the required posting time for vacancies shall be 1-3 (one to three)
working days, rather than 5 (five) working days. An emergency situation is defined as a situation
in which a vacancy occurs within 10 (ten) days prior to the start of the school term, or during the
school term.
9.9
Student Grades
The responsibility and prerogative for assigning grades to students typically rests with the
classroom teacher. The Administration shall not change any grade recorded by a teacher
without written notice to said teacher and written notice to the parent indicating that the grade
was assigned by the Administration.
9.10
Student Discipline
Teachers and other certified educational employees shall maintain discipline in the schools.
Every effort shall be made to implement the Uniform Code of Student Conduct by teachers and
other certificated educational employees. In the event the extent of effort is in question, the
matter may be appealed to the Superintendent and/or designee.
9.11
School Security
The Board shall make a reasonable effort to assure the safety of teachers in school buildings. In
addition, the Board shall make a reasonable effort to provide security in faculty parking lots,
provided it is acknowledged that absolute protection against vandalism may not be achievable.
In addition, the District will provide all teachers with information and online training on school
emergency response procedures and teachers shall act in accordance with the procedures
outlined in the School Emergency Procedures Flip Chart, a copy of which shall be available in
each classroom.
9.12
Reporting Absence
In addition to any school building internal procedure, anticipated absences by a teacher from
work shall be reported by way of the AESOP substitute management system implemented by
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the District. Absences needing to be reported after 7:00 a.m. on the day of such absence, or
otherwise not able to be reported using the AESOP system, shall be reported to the school’s
head secretary.
9.13
Class Materials and Use of Building Equipment
Each building shall have included in its building budget an amount of $200 per teacher for
classroom resources. Reimbursement to a teacher for a purchase against this amount shall be
upon prior approval of the immediate supervisor and building principal. Each request for
reimbursement shall include an itemized paid receipt attached to a properly completed
purchase order.
Wherever possible, copy requests should be sent to reprographics. For instances where that is
not possible or practical, teachers shall be allowed use of photocopying and technology
equipment in the building. Each certified staff member shall be allotted a total of 9000 copies
per school year for copies that cannot be sent to reprographics. Each such staff member shall
be assigned a copier code to be used for making such copies.
9.14
Lesson Plans
Teachers shall provide lesson plans to the designated administrator on a weekly basis by
Monday at 8:00 a.m. The plans may be submitted in either electronic or hard copy format.
Emergency lesson plans shall be submitted within the first ten days of the school year.
A joint committee consisting of equal representation from the Union and Administration has
developed District-wide guidelines and parameters for the requested lesson plans, which
guidelines are attached as Appendix H. The lesson plans to be submitted shall be similar in the
format as contained in Appendix H and shall, at a minimum, contain the categories
Objectives/Standards, Procedure/Agenda, Resources, and Assessment as contained in Appendix
H. Administrators will provide feedback on lesson plans at least monthly, at least four of which
shall be written. It is understood that this committee shall revisit the guidelines and parameters
yearly in order to make any necessary adjustments.
30
ARTICLE X Evaluations
10.1 The evaluation instrument utilized for teachers shall include a description of each teacher’s
duties and responsibilities and contain the standards to which that teacher is expected to conform and
shall include the following:
(a)
personal observation of the teacher in the classroom by the evaluator;
(b)
consideration of the teacher’s attendance, planning, instructional methods, classroom
management, where relevant, and competency in the subject matter taught;
(c)
by no later than the applicable implementation date as contained in the Performance
Evaluation Review Act (PERA) [105 ILCS 5/24A-2.5] consideration of student growth as a
significant factor in the rating of the teacher’s performance;
(d)
a rating of the teacher as “excellent”, “proficient”, “needs improvement”, or
“unsatisfactory”;
(e)
specification as to the teacher’s strengths and weaknesses, with supporting reasons for
the comments made.
10.2 No formal evaluation shall take place until the building principal or evaluator acquaints each
teacher under his/her supervision with the evaluation procedures and instruments. The building
principal or evaluator shall advise each teacher who shall typically observe and evaluate the teacher's
performance.
10.3 Formal teacher observations may take place on any one of up to three days in a week
designated by the evaluator provided such observation is preceded by a conference between the
evaluator and the teacher and, prior to such conference, the teacher has submitted to the evaluator the
written lesson plans and/or other evidence of planning for the instruction that will be conducted on
each of the days designated by the evaluator as eligible for the formal observation and the teacher shall
make recommendations for areas on which the evaluator should focus during the observation. During
such conference the evaluator and the teacher shall discuss all relevant factors involved in the
evaluation process.
10.4 A formal classroom observation shall be defined as one involving a classroom visitation of
approximately thirty (30) minutes, but not less than twenty (20) minutes, and a written observation of
the visitation followed by a conference between the evaluator and the teacher. The evaluator will
provide verbal feedback to the teacher at the conclusion of the visitation or within one school day. The
conference shall take place within twenty (20) calendar days of the visitation.
10.5 The evaluator shall formally observe/evaluate each teacher in writing, using an
observation/evaluation instrument containing the elements described in section 10.1 (Appendix E-1 or
E-3). All formal observations shall be done with the full knowledge of the teacher.
10.6 Non-tenured teachers shall be formally observed at least twice each year and evaluated once
each year. Tenured teachers shall, if determined by the Administration to be necessary, be formally
observed at least once each year and formally evaluated biannually (Appendices E-2 and E-3). However,
31
a tenured teacher who has obtained a “needs improvement” or “unsatisfactory” rating on the previous
year’s evaluation shall be evaluated in the next school year after receiving that rating. A formal
observation means a specific period of time that is scheduled with the teacher to directly observe
professional practices in the classroom.
10.7 The teacher shall sign copies of the written evaluation and receive a copy of said evaluation. If
the teacher feels that his/her formal evaluation is incomplete, inaccurate or unjust, he/she may put
his/her objections in writing. The evaluator shall sign the teacher's objection, if any, a copy of which
shall be given to the teacher and one copy attached to the evaluation report to be placed in the
teacher's official personnel file.
10.8 The Administration may utilize informal observations and other first hand evaluative criteria for
considering the competency of any teacher. An informal observation means observations of the teacher
by a qualified evaluator that is not announced in advance of the observation. An informal observation
shall be 20 minutes or less. A joint committee consisting of equal representation from the Union and
Administration has developed District-wide guidelines for informal observations which guidelines are
attached as Appendix I. Informal observations which are used to evaluate the teacher shall be reduced
to writing, with a copy given to the teacher and a copy signed by the teacher and returned to the
evaluator, and shall be discussed with the teacher at the teacher’s request. In addition to informal
observations, the evaluation process may include notes, memoranda, e-mails or other types of
documentation. If the teacher feels that the documentation is incomplete, inaccurate or unjust, he/she
may put his/her response in writing. The response shall be attached to the documentation to be placed
in the official personnel file.
10.9
Professional Development/Remediation Plan
A.
A teacher rated as “needs improvement” shall have a professional development plan
and procedure developed and implemented in accordance with Section 24-5 of the
School Code [105 ILCS 5/24A-5].
B.
A teacher rated "unsatisfactory" shall have a remediation plan and procedure developed
and implemented in accordance with Section 24A-5 of The School Code [105 ILCS 5/24A5].
C.
The consulting teacher shall not be required by either party to participate in any
dismissal hearing. The consulting teacher shall provide advice to the teacher rated
"unsatisfactory" on how to improve teaching skills and to successfully complete the
remediation plan. The consulting teacher shall participate in developing the remediation
plan.
D.
Consulting teachers will receive a stipend and/or released time, which shall be agreed
upon among the consulting teacher, the Union and the Administrator.
E.
The Board will hold consulting teachers harmless from any legal liability arising from the
performance of their responsibilities as consulting teachers.
10.10 The parties acknowledge that various new requirements affecting evaluations of teachers have
been enacted by the Illinois General Assembly and contained in PERA which new requirements take
32
effect over a period of time. The parties agree that they will meet to develop a new evaluation system
for teachers which meets the requirements of PERA within the various applicable time requirements.
In addition, the parties will create a joint committee within the time frame contained in PERA, consisting
of an equal number of members of certified teachers and persons appointed by the Board of Education,
to negotiate the incorporation of data regarding student growth into the teacher evaluation plan
pursuant to the provisions of PERA.
Sub-sections A, B, C and D shall not be subject to the arbitration provisions of the grievance procedures
of this agreement.
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ARTICLE XI Discipline and Discharge
11.1
Discipline and Discharge
A.
The Board agrees with the tenets of progressive and corrective discipline. Discipline of a
teacher covered by this Agreement shall be done in a manner so as not to embarrass
the teacher before other employees or the public and shall include the following:
1.
A conference with the teacher by the appropriate administrator or supervisor
on the decision;
2.
In the event of a suspension, a written statement of the reason(s) for the action
shall be given to the teacher and a review of the teacher’s personnel file with
the teacher and his/her representative if the teacher so chooses;
3.
A disciplinary action or measure shall include the following:
a.
b.
c.
Oral reprimand
Written reprimand
Suspension without pay (notice to be given in writing)
The Board reserves the right to initiate discipline at any step if the circumstances
warrant. Generally, job performance issues will be addressed through the evaluation
process.
B.
In the event any Administrator requires a teacher to attend a meeting for the purpose of
discussing a matter which may result in his or her discipline, the teacher, upon request,
may have a Union Representative present.
C.
When a teacher is informed of his/her discipline, he/she may make a written request to
meet with the Assistant Superintendent for Human Resources to review the decision.
Such request must be filed within ten (10) working days of receiving such notice. The
meeting with the Assistant Superintendent shall be held as promptly as possible, but in
no case shall be delayed more than fifteen (15) calendar days after receiving the written
request. The employee shall have the right to a Union Representative at such meeting,
and shall have the right to present arguments and witnesses on her/his behalf.
Recommendations by the Assistant Superintendent, if any, shall be communicated to
the Superintendent and the teacher in writing. In the event the employee is dissatisfied
with the determination the employee shall have the right to a meeting either with the
Board of Education, or with a committee appointed by the Board, which may meet in
closed session to consider the matter.
D.
Terminations or dismissal shall be done in accordance with the applicable provisions of
the School Code.
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ARTICLE XII Seniority
12.1 The parties acknowledge that where it is necessary to reduce the number of teachers in the
District, it is desirable that such reduction be accomplished through attrition if possible, rather than by
lay-off.
12.2
Reductions-in-Force and Seniority
Reductions-in-force shall be accomplished in accordance with the applicable provisions of the
Education Reform Act, revising Section 24-12 of the School Code, effective June 13, 2011.
Seniority for purposes of reduction-in-force shall be computed from the date of Board approval
or date services began, whichever date is earlier. Seniority shall be terminated upon resignation
by the teacher or termination of his/her services (provided seniority is not to be extinguished
during the recall period arising following a reduction-in-force). Seniority shall not be affected by
any leave of absence, but unpaid leaves of absence in excess of ninety (90) workdays in any one
school year shall not be included in the computation of seniority, and the teacher’s seniority
date shall be adjusted as follows: the seniority date will be moved forward one calendar year.
Note: unpaid leaves of less than ninety (90) work days in any one school year shall not affect a
teacher’s seniority date.
12.3
Seniority - Breaking of Ties
In the event of equal seniority in the District, ties shall be broken according to:
1.
2.
3.
4.
5.
Highest degree earned.
Number of graduate hours obtained.
Length of service in public education.
Availability to participate in non-academic programs.
By lot.
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ARTICLE XIII Leaves
13.1
Sick Leave
Each full-time employee shall be entitled to thirteen (13) days sick leave per school year. Sick
leave shall be allowed to accumulate up to a maximum of three hundred forty (340) days.
13.2
Personal and/or Emergency Leave
Each teacher shall be granted three (3) days personal leave at full pay per school year. Personal
leave, except in the case of an emergency, shall not be granted the day prior to or after vacation
periods or holidays. Personal leave, except in the case of an emergency, shall not be granted on
the day of parent-teacher conferences, open houses, curriculum nights, parent informational
activities, inservice days, institute days, SIP days, nor during the first ten days of the school year
or last ten days of the school year except for religious holidays; provided, however, that a
personal day may be used by a teacher on the day of parent-teacher conferences, open houses,
curriculum nights or parent informational activities so long as the teacher attends the required
conference/open house, curriculum night or parent informational activity later that day. No
more than two (2) advance notice personal leave days will be allowed in any one week. Unused
personal and/or emergency leave days for any employee as of June 30 each year shall be added
to said employee's accrued sick leave.
Any time that two consecutive school days or more of personal leave is requested, the specific
reason must be stated.
Examples of purposes which are not meant to be used for personal or emergency leave include,
but are not limited to, any matters which qualify as vacation, recreation, accompanying another
person on a trip, or the extension of appropriately granted personal or emergency leave.
13.3
Professional Conferences
Upon the discretion and approval of the Superintendent or designee, teachers shall be allowed
to attend professional conferences and pre-approved expenses for food, lodging, and travel will
be reimbursed. Itemized paid receipts for all expenses claimed shall be turned into the
administration before reimbursement is approved.
13.4
Maternity/Child Care Leave
Probationary teachers requesting maternity/child care leave are advised that for the purposes
of determining contractual continued service, a school term shall be counted only toward
attainment of contractual continued service if the teacher actually teaches or is otherwise
present and participating in the district’s or program’s educational program for 120 days or
more, provided that the days of leave under FMLA taken by the teacher until the end of the
school term shall be considered days of teaching or participation in the district’s or program’s
educational program, and shall only be deemed a break in service as provided in Section 24-1.5
of the School Code.
13.5
Sabbatical Leave
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Sabbatical leaves may be granted in accordance with Section 24-6.1 of the Illinois School Code.
The purpose of this clause is to contribute to the improvement of the quality of education in the
schools of this District by aiding individual professional development through the granting of
sabbatical leave time. Inasmuch as leaves will be granted only for those activities deemed
beneficial to the program of the system, a partial payment of salary during the leave period is
considered reasonable and justifiable under the following conditions.
A.
Application for sabbatical leave may be made by any certificated person who will have
completed six (6) continuous years of employment in this District prior to the
commencement of the leave. Such leave shall be for a period of at least four (4) school
months, but not in excess of one (1) school term. A second sabbatical leave may be
granted only if the applicant has completed six (6) years of satisfactory service since
his/her last sabbatical.
B.
The application should reach the office of the Superintendent not later than ninety (90)
days before the leave period is to begin. Each application will be evaluated by the
Superintendent and such other persons as he/she may desire to involve in the decision,
on the basis of its merits and its value to the school system. Certain limiting factors, such
as the availability of suitable substitutes and of budget funds, must also be considered in
each case.
C.
Applications for sabbatical leaves may be submitted for any of the following reasons or
any combination of these reasons:
1.
2.
3.
4.
Training - This must be resident study. The equivalent of twelve semester hours
per semester of college level coursework is a minimum.
Planned program of professional development - research, writing, similar
activities.
Travel - a planned program of educational travel having a direct relationship to
the individual's assignment within the system.
Other purposes which, in the opinion of the Superintendent and the Board of
Education, are designed to improve the school system.
D.
The employee shall submit evidence of professional development at the conclusion of
the sabbatical leave period. This may be in the form of written reports, course credit,
certification of performance or other means as recommended and approved by the
Superintendent.
E.
The employee shall receive the same scheduled salary (excluding stipends, if any) during
the leave period as if in actual service, except that there shall be deducted therefrom an
amount equivalent to the amount payable for substitute service. However, such salary
after deduction for substitute service shall in no case be less than the minimum
provided by Section 24-8 of the Illinois School Code or one-half of the basic salary,
whichever is greater.
F.
The person on leave shall not engage in any activity for which salary or compensation is
paid unless the activity is directly related to the purpose for which the leave is granted
and is approved by the Board. A sabbatical leave may be granted to enable the
37
applicant, if otherwise eligible, to accept scholarships for study or research. Unless
justified by illness or incapacity, failure of any person granted a leave under this section
to devote the entire period to the purposes for which the leave was granted, shall
constitute a cause for removal from teaching service.
G.
The sabbatical leave period shall be counted as equivalent to teaching service and credit
allowed for salary determination purposes.
H.
Failure to return to the school system for at least three school years after this leave shall
result in reimbursement to the District of all sums of money received by the employee
from the Board during his/her sabbatical leave, unless such return and performance is
prevented by illness or incapacity. This condition shall be secured by note or bond which
shall be canceled in the event of death or permanent disability.
Final approval of the application for sabbatical leave shall be by the Board of Education
and only upon recommendation by the Superintendent. The plan for the sabbatical
leave may not be modified without the approval of the Board of Education.
13.6
Rights on Leave
Any teacher on leave authorized by the Board shall be accorded the opportunity, if the carrier
approves, to maintain at their expense the insurance benefits to which a teacher would have
been entitled were the teacher regularly employed.
38
ARTICLE XIV Salary and Additional Compensation
14.1
Salary Schedule
Appendix A-1 - 2012-13 Salary Schedule
Appendix A-2 – 2013-14 Salary Schedule
Appendix A-3 – 2014-15 Salary Schedule
14.2
Tuition Reimbursement
Tuition reimbursement may be claimed by teachers, subject to the following specific conditions:
A.
Maximum reimbursement for all teachers shall be $61,600 per each year of the contract
beginning with the 2012-2013 school year.
B.
All courses claimed for reimbursement must be related to current assignment,
leadership, advanced degree, or additional endorsement/new certification deemed
critical by the administration.
C.
The following specific requirements shall apply:
D.
1.
The teacher receives prior written approval from the Assistant Superintendent
for Human Resources or his/her designee. Reimbursement may only be
received for courses leading to a Master’s degree in the field of education or
higher.
2.
All courses must be taken from an accredited college/university. Nontraditional formats (i.e. correspondence, online) must meet specific criteria,
which must illustrate student to student and teacher to student interaction.
3.
The teacher has paid a tuition fee at his/her own expense. No reimbursement
shall be given for a course taken with the use of a tuition waiver.
4.
Tuition reimbursement will only be given for courses where the teacher has
earned a grade of an "A" or "B" or received a PASS as evaluated on a PASS/FAIL
basis.
5.
Official transcripts must be filed in the office of Human Resources, in order to
obtain tuition reimbursement.
6.
Teachers will receive tuition reimbursement payment to a maximum rate of
$150 dollars per semester hour, maximum of nine (9) semester hours per year.
7.
Teachers with two (2) years or more of full time teaching experience in District
131 are eligible for tuition reimbursement.
The administration may waive the master coursework, nine hour and the two full year
experience requirements as set forth above.
39
14.3
E.
A teacher who applies for tuition reimbursement must agree to remain a full time
teacher in Aurora East School District 131 (in writing) for a minimum of three complete
school years after payment of such reimbursement. If through his/her choice his/her
employment is terminated before completing three full school years of service after
each such reimbursement, he/she shall repay Aurora East School District 131 for such
professional reimbursement.
F.
Reimbursement will only be paid to teachers employed by the District at the time of
disbursement.
Schedule of Stipend Payments
Appendix D-2- Classification of Stipend Positions
Appendix D-3 – 2012-2015 Schedule of Stipend Payments
14.4
Mileage Allowance
Teachers who are required to use their personal vehicles in the course of their employment or
otherwise use their vehicles in authorized service to the District shall be reimbursed at the IRS
rate.
14.5
Pay Periods
Paydays shall be scheduled semi-monthly on the 15th and the last day of the month. When
paydays as scheduled fall on a weekend, salary checks shall be issued on the preceding workday.
14.6
Salary Schedule Advancement
All college credit from an accredited institution in a field of education, or which can reasonably
be construed as enhancing the teacher’s competency or technique in the District, shall apply
towards horizontal advancement on the salary schedule, providing the teacher has received
approval from the Assistant Superintendent for Human Resources or his/her designee.
Movement to an advanced lane will be implemented twice yearly, with the first pay period in
September and/or January, with appropriate paperwork to be submitted to Human Resources
by the first Friday in September or January.
14.7
Summer School Salary
All teachers employed during a summer school (if any) conducted by the Board shall be
compensated therefore at the rate of $37.39 per hour in 2012-13, $38.51 per hour in 2013-14,
and $39.67 per hour in 2014-15.
14.8
District Retirement Benefit
The Board shall recognize the services of those teachers who have rendered creditable service
to the District immediately preceding retirement and are eligible to receive pension benefits
through the Teachers' Retirement System of the State of Illinois (TRS).
40
A.
To be eligible the teacher:
1.
B.
2.
Must have rendered at least eighteen (18) years of service to East Aurora
School District 131 prior to receiving the first payment of this benefit.
Must be eligible to receive pension benefits through the Teachers' Retirement
System of Illinois at the time of retirement from the District, and must actually
retire with TRS at the time of retirement from the District.
3.
Retirement shall in all instances occur only at the end of the school term.
Procedure and Benefits
Please note that for the 2012-2013 school year only, employees shall have until March
1, 2013 to submit an irrevocable written notice of retirement in order to receive
benefits that would start in 2013.
C.
1.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 four years prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in TRS creditable
compensation, for each of his/her remaining four years of service.
2.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 three years prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in TRS creditable
compensation, for each of his/her remaining three years of service.
3.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 two years prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in TRS creditable
compensation, for each of his/her remaining two years of service.
4.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 one year prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in TRS creditable
compensation, for his/her remaining one year of service.
5.
If, after submitting an irrevocable written notice of retirement by June 1
provided in paragraphs 1 through 4 above, the employee resigns from or is
dismissed from duties for which the employee was paid a stipend or additional
compensation in the previous year, the retirement incentive for that
employee will be reduced accordingly.
6.
An employee is not eligible for the District Retirement Benefit if his/her
creditable compensation exceeded 106% of the prior year’s creditable
compensation in any of the employee’s final four years.
Conditions
41
1.
If a teacher, taking retirement under this plan is eligible to participate in the
State Early Retirement Option (ERO) as set forth in the state pension statute,
the Board shall make its required contribution to the TRS thereunder, but the
teacher shall not be eligible for the District retirement benefit provided herein.
2.
The Board's maximum annual expenditure for this early retirement benefit
(exclusive of its obligations under ERO) shall be $300,000 in each year of this
contract. Any amounts not spent in one contract year shall carry over to the
next contract year. Such maximum shall not include that portion of the added
6% which are salary increases occurring as a result of application of the salary
schedule. In the event of any maximum limitation on teacher participation in
the program, the teachers with the greatest District seniority shall have first
right to exercise their participation options for the following year(s).
3.
Any teacher who commences participation in this District retirement benefit
plan and fails to comply with the provisions herein, including actually retiring
with TRS, shall reimburse the District for any increased salary payments granted
under this provision, including tax and pension withholdings. Upon request, a
teacher who has exercised his/her ERO rights after receiving any payment
under this Section shall promptly execute a promissory note in favor of the
Board to repay all such payment within fifteen (15) calendar days. After
complete reimbursement, including all payments due on the promissory note,
the teacher shall be entitled to any negotiated salary increase which would
otherwise have been applicable during this period.
4.
Any teacher who commences participating in this District Retirement Benefit
will be taken off the salary schedule.
42
SECTION 3
SUPPORT STAFF
43
PREAMBLE
The provisions of this Section 3 apply to all full-time (32.5 hours per week or more) classified employees
in the following categories: academic assistants, special education assistants, learning center assistants,
bilingual assistants, pupil personnel assistants, parent educator, tutors (bilingual, elementary and
middle), bilingual special education interpreters, sign language interpreters, speech language
interpreters, parent liaisons, health assistants, preschool assistants, and hearing/vision technicians.
ARTICLE XV Conditions of Employment
15.1
Work Hours/Day/Year
A.
A normal work day for all support staff except pupil personnel assistants and parent
liaisons shall be at least six hours thirty minutes per day, exclusive of lunch. They will be
entitled to a thirty (30) minute duty free lunch period. Beginning with the 2013-2014
school year the normal work day for the high school support staff, except for
classifications e, f, and g (as listed in Section 15.2) shall be 7 hours, exclusive of lunch,
and the normal work day for the elementary and middle school support staff, except for
classifications e, f, and g (as listed in Section 15.2) shall be six hours and forty-five
minutes per day, exclusive of lunch. They will be entitled to a thirty minute duty free
lunch period. Health Assistants (listed in classification g) shall be 7 hours and fifteen
minutes.
B.
A normal work day for all pupil personnel assistants (classification e) shall be not less
than eight (8) hours per day exclusive of lunch. They will be entitled to a thirty (30)
minute duty free lunch period. A normal work day for parent liaisons shall be not less
than eight (8) hours per day, exclusive of lunch. They shall be entitled to a thirty (30)
minute duty free lunch. The normal work day for parent liaisons (classification f) shall
be from 7:30 a.m. to 4:00 p.m. provided, however, that the start time and end time of
an employee’s eight (8) hour day, including dividing the work day into segments, may be
modified by the building principal, or designee, so that the parent liaison can assist with
either before school or after school functions.
C.
All support employees shall be entitled to two (2) breaks of ten (10) minutes each day,
one in the a.m. and one in the p.m. It is further understood that they may not be
accumulated to shorten the workday.
D.
All support employees shall be expected to perform lunch/playground supervisory
duties for forty (40) minutes as part of their responsibilities. Support employees
traveling between two or more buildings, health assistants, preschool teacher
assistants, and parent liaisons shall be exempt from lunch/playground responsibilities.
An employee may be excused from such duties upon presentation of a supporting
medical basis on the standard FMLA medical form.
E.
Hours worked in addition to the normal work day shall be considered as overtime hours.
The rate of pay for overtime shall be one and one-half the employee's regular hourly
rate of pay for any time in excess of 40 hours per week. Overtime will be paid on the
44
date immediately following the pay period in which the overtime was earned and
approved.
F.
15.2
The employee's work year shall be no more than the teacher work year, unless agreed
to by mutual consent between the employee and the administration. All employees
shall receive the same holidays as the teachers that fall within the regular school
calendar. Support staff hired after the effective date of this agreement may have their
work year shortened to exclude times when students are not present, provided any
such shortening of the work year shall be prescribed by the Board at least thirty (30)
calendar days prior to the onset of the affected school term.
Seniority
Seniority shall be defined as the length of continuous service within the bargaining unit. Said
service shall be computed from the first day of current uninterrupted employment within the
unit. The "first day" shall be defined as the day upon which duties are first performed. Seniority
will not accrue during any leave-of-absence without pay in excess of thirty (30) work days.
Employees who are promoted or work out of the bargaining unit for up to ninety (90) work days
and subsequently return to the bargaining unit without a break in service in the district shall
have their seniority computed from their first day of original employment. In the event district
seniority is equal between employees, the following procedures are to be utilized as a tiebreaker:
1.
2.
3.
Previous work experience in the district
Previous relevant work experience outside the district
By lot.
If reduction-in-force for full-time employees should become necessary, such shall be effectuated
within the following categories by inverse District seniority:
a.
b.
c.
d.
e.
f.
g.
h.
i.
j.
Special education assistants;
Classroom assistants;
Bilingual assistants;
Learning Center assistants;
Pupil personnel assistants;
Parent liaisons;
Health assistants ;
Preschool assistants
Tutors; and
All other employees covered by this agreement.
Recall shall also be within such categories.
If a reduction in force for full time employees should become necessary within Category “j” it
shall be effectuated within the respective job title by inverse District seniority. Recall shall also
be within such job title.
15.3
Job Descriptions
45
Each employee shall be given a job description for their assigned position that shall include the
identification of their immediate supervisor. A joint committee shall review job descriptions and
recommend changes as needed. Employee job descriptions shall not be permanently changed
until the joint committee reviews and discusses the proposed changes.
The joint committee shall be established to periodically review working conditions and job
descriptions of employees. Such committee shall be composed of an equal number of persons
appointed by the President of the Union and by the Superintendent or designee. The total
number of appointees shall be as mutually agreed, and in the absence of such agreement, shall
be six persons. The committee shall meet at such times as shall be mutually agreed upon, but
may be convened at least once each school semester at the unilateral request of either party.
15.4
Job Assignment
Each employee will be given written notice of his/her tentative assignment for the forthcoming
year prior to August 1. If changes in employee’s assignments are made after such notice, the
employee will be notified of such changes.
15.5
Involuntary Transfers
Notice of involuntary transfer shall be given to an employee, in writing, as soon as practicable.
In the event of an involuntary transfer, upon the request of the employee, the Assistant
Superintendent for Human Resources, or designee, and the employee shall meet to discuss the
reasons for such transfer.
15.6
Vacancies and Transfers
Except in the case of emergencies, the Board will post notice of any vacancy which occurs to the
bargaining unit for a minimum of five (5) calendar days prior to filling such vacancy. As used
herein, vacancy shall be any permanent full time position which has been newly created or that
becomes vacant because the employee holding that position has left the district or bargaining
unit.
Any employee interested in the possibility of an external lateral transfer must send the following
information through inter-office mail or email to the Assistant Superintendent for Human
Resources:


name, current position and building
position(s) of interest and building(s).
A transfer requires both principals/supervisors to be in agreement. There is no guarantee. All
transfer requests are due by March 15 of the preceding school year. If you were on the transfer
list for a prior school year and remain interested in the possibility of a transfer, you must resubmit your request.
The master list will then be compiled and distributed to
principals/supervisors by the end of March for the upcoming school year.
15.7
In-Service/Institute or SIP Days
46
Employees shall be required to attend In-Service, Institute, and School Improvement Days.
47
ARTICLE XVI Evaluations
The Board acknowledges the general desirability of formal evaluations which may include observations.
At the completion of the formal evaluation, a conference shall be held between the employee and the
administrator. The employee shall be provided with a copy of the observation report and/or evaluation
report at the time of the conference for use during the conference. The employee shall be given an
opportunity to sign the evaluation in order to acknowledge receipt. In the event that the employee
disagrees with the formal evaluation he/she shall have the option of attaching a written response to the
evaluation document provided such response is filed within ten (10) working days of the receipt of the
original evaluation. This attachment will become part of the official evaluation of the employee.
48
ARTICLE XVII Discipline and Discharge
17.1
Discipline and Discharge
A.
The Board agrees with the tenets of progressive and corrective discipline. Discipline of
an employee covered by this Agreement shall be done in a manner so as not to
embarrass the employee before other employees or the public and shall include the
following:
1.
A conference with the employee by the appropriate administrator or supervisor
on the decision;
2.
In the event of a suspension or dismissal, a written statement of the reason(s)
for the action shall be given to the employee and a review of the employee’s
personnel file with the employee and his/her representative if the employee so
chooses;
3.
A disciplinary action or measure shall include the following:
a.
b.
c.
d.
Oral reprimand
Written reprimand
Suspension without pay (notice to be given in writing)
Discharge (notice to be given in writing)
The Board reserves the right to initiate discipline at any step if the circumstances
warrant. Generally, job performance issues will be addressed through the evaluation
process. Paragraphs A 1-3 will always apply if a termination decision is made.
B.
In the event any Administrator requires an employee to attend a meeting for the
purpose of discussing a matter which may result in disciplining the employee, the
employee, upon request, may have a Union Representative present.
C.
When an employee is informed of his/her discipline or of his/her dismissal, he/she may
make a written request to meet with the Assistant Superintendent for Human Resources
to review the decision. Such request must be filed within ten (10) working days of
receiving such notice. The meeting with the Assistant Superintendent shall be held as
promptly as possible, but in no case shall be delayed more than fifteen (15) calendar
days after receiving the written request. The employee shall have the right to a Union
Representative at such meeting, and shall have the right to present arguments and
witnesses on her/his behalf. Recommendations by the Assistant Superintendent, if any,
shall be communicated to the Superintendent and the employee in writing. In the event
the employee is dissatisfied with the determination the employee shall have the right to
a meeting either with the Board of Education, or with a committee appointed by the
Board, which may meet in closed session to consider the matter.
49
ARTICLE XVIII Leaves
18.1
Sick Leave
Each full-time employee shall be entitled to twelve (12) days sick leave per school year. Sick
leave shall be allowed to accumulate up to a maximum as may be allowed by IMRF.
18.2
Personal and/or Emergency Leave
All support staff employed by the District as of the effective date of this Agreement shall retain
the number of personal days per year earned and to which they are entitled pursuant to the
Agreement in effect for the 2011-2012 school year, provided, however, that such employees
shall be frozen at the number earned as of the date of this Agreement (so that a staff person
with 2 such days may not move to 3 personal days in the future). All support staff newly
employed beginning on or after July 1, 2012 shall receive (2) days personal leave at full pay.
Unused personal and or emergency leave days for any employee as of June 30 each year shall be
added to said employee's accrued sick leave.
50
ARTICLE XIX Salary and Additional Compensation
19.1
Salary
Appendix B- Salary Schedule 2012-2015
19.2
Mileage Allowance
Employees who are required to use their personal vehicles in the course of their employment or
otherwise use their vehicles in authorized services to the District shall be reimbursed at the IRS
rate.
19.3
19.4
Pay Periods
A.
Paydays shall be scheduled semi-monthly on the 15th and the last day of the calendar
month. When paydays as scheduled fall on a weekend or holiday, then salary checks
shall be issued on the preceding work day.
B.
Employees shall have the option of selecting 24 (12-month schedule) or 20 (10-month
schedule) payments annually.
Summer School
All employees employed in the Summer School Program shall be paid at their hourly rate.
District employees shall be given preference before any outside employees are hired. Seniority
shall be an important criteria for selection.
19.5
Retirement Plan
The Board shall recognize the services of those support staff members who have rendered
creditable service to the District immediately preceding retirement and are eligible to receive
pension benefits through the Illinois Municipal Retirement Fund (IMRF) of the State of Illinois.
A.
To be eligible the employee:
1.
2.
3.
B.
Must have rendered at least eighteen (18) years of service to East Aurora
School District 131 prior to receiving the first payment of this benefit.
Must be eligible to receive pension benefits through the Illinois Municipal
Retirement Fund at the time of retirement from the District, and must actually
retire with IMRF at the time of retirement from the District.
Retirement shall in all instances occur only at the end of the school term.
Procedure and Benefits
Please note that for the 2012-2013 school year only, employees shall have until March
1, 2013 to submit an irrevocable written notice of retirement in order to receive
benefits that would start in 2013.
51
C.
1.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 four years prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in IMRF creditable
compensation, for each of his/her remaining four years of service.
2.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 three years prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in IMRF creditable
compensation, for each of his/her remaining three years of service.
3.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 two years prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in IMRF creditable
compensation, for each of his/her remaining two years of service.
4.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 one year prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in IMRF creditable
compensation, for his/her remaining one year of service.
5.
If, after submitting an irrevocable written notice of retirement by June 1
provided in paragraphs 1 through 4 above, the employee resigns from or is
dismissed from duties for which the employee was paid a stipend or additional
compensation in the previous year, the retirement incentive for that
employee will be reduced accordingly.
6.
An employee is not eligible for the District Retirement Benefit if his/her
creditable compensation exceeded 106% of the prior year’s creditable
compensation in any of the employee’s final four years.
Conditions
1.
Any support staff member who commences participation in this retirement
benefit plan and fails to comply with the provisions herein, including actually
retiring under IMRF, shall reimburse the District for any increased salary
payments granted under this provision, including tax and pension withholdings.
Upon complete reimbursement, the support staff member shall be entitled to
any negotiated salary increase that would otherwise have been applicable
during the period.
2.
There shall be a maximum of five (5) persons per year allowable to participate in
this retirement provision. In the event of any maximum limitation on support
staff participation in the program, the support staff member with the greatest
District seniority shall have the first right to exercise their participation option.
52
SECTION 4
OFFICE STAFF
53
PREAMBLE
The provisions of this Section 4 apply to all full-time office staff in the following categories: Clerical,
Secretary I, Secretary II, and Secretary III but excluding payroll clerk (2), bookkeeper, secretary to the
office of Assistant Superintendent of Finance (2), secretary to the office of Assistant Superintendent for
Human Resources (2), and executive assistant to Superintendent, and all other classified staff, certified
staff, administrators, managerial, supervisory and short-term employees as such employees are defined
in Section 2 of the Illinois Educational Labor Relations Act
ARTICLE XX
20.1 Work Hours/Day/Year
A.
Effective with the 2013-2014 school year all Nine and one-third (9 1/3) employees shall
become Ten and one-third (10 1/3) employees. Ten and one third (10 1/3), ten and one
half (10 ½), and eleven (11) month employees shall be considered full-time employees,
and shall not suffer any loss of rights or benefits under this Agreement. Ten and one
third (10 1/3) month employees shall commence work 10 work days prior to the start of
the school year and shall work two hundred nine days, ten and one half (10 1/2) month
employees shall commence work 15 work days prior to the start of the school year and
work two hundred nineteen days, eleven (11) month employees shall commence work
15 work days prior to the start of the school year and work two hundred twenty-eight
days, and twelve (12) month employees shall work two hundred sixty-one days.
B.
The MS Bookkeeper, MS Records, MS Clerical Assistant, HS General Secretary, and those
employees working similar positions in certain elementary schools as determined by the
Administration, shall work the number of days applicable to such designation. The
number of work days for a designated position shall not be shortened without prior
consultation with the Union.
C.
All elementary buildings with an office staff of less than 4 shall be entitled to one (1)
thirty minute duty free lunch, provided, however, such employees shall be entitled to
one (1) 60 minute lunch when students are not present. Commencing with the 20132014 school year all office personnel shall be entitled to one (1) sixty (60) minute duty
free lunch except elementary buildings with an office staff of less than 4 shall be entitled
to one (1) thirty minute duty free lunch, provided, however, such employees shall be
entitled to one (1) 60 minute lunch when students are not present. All employees shall
be entitled to one (1) 15 minute break in the morning and one (1) 15 minute break in
the afternoon, provided, however, that no such duty free time may be used to shorten
the workday.
D.
Time worked by school building office personnel beyond the assigned work week shall
have prior written approval on the District’s overtime form (Appendix J) from the
Assistant Superintendent for Human Resources. Time worked by service center office
personnel beyond the assigned work week shall have prior written approval on the
District’s overtime form from the employee’s immediate supervisor. Overtime shall be
paid/provided in accordance with the Fair Labor Standards Act.
54
E.
Holidays
The following holidays shall be granted (with pay) to full-time twelve (12) month
employees when they fall during one of the regular working days:
January 1
Martin Luther King Day
Presidents Day
Memorial Day
July 4th
Labor Day
Columbus Day
Veteran’s Day
Thanksgiving Day
Day after Thanksgiving Day
December 24
December 25
December 31
When any of the above holidays occur on Saturday or when December 24 or December
31 occur on Sunday, one day of vacation for each day so occurring shall be added to the
number of vacation days for which the member of the secretarial/clerical staff is eligible
during the same fiscal year. These days may be compensated by special arrangements
made by the Superintendent. When the holidays of January 1, July 4, or December 25
occur on Sunday, observance shall be on the following Monday.
The following holidays shall be granted with pay to 10-1/3, 10-1/2 and 11 month
employees when they fall during one of the regular working days:
Labor Day
Columbus Day
Veteran’s Day
Thanksgiving Day
Day after Thanksgiving Day
December 24
December 25
January 1
Martin Luther King Day
Lincoln’s Birthday or Presidents Day
Memorial Day
Secretarial/Clerical staff employed less than 12 months will be granted one (1)
additional day of pay and one (1) “floating holiday” to be approved by your
administrative supervisor.
Employees working on a legal holiday will be compensated at the rate of time and one
half (1 ½), in addition to their regular salary.
A listed holiday is subject to the ISBE waiver process and may, through that process,
become a regular workday in a given year.
20.2
Seniority/Reduction in Force
A.
Seniority
1.
Seniority shall be defined as the length of continuous service in a full-time position in
the School District. Continuous service is measured from the first day on the full-time
job.
2.
If the length of continuous service in the School District is equal between two or more
employees, then seniority shall be determined by total service in the School District,
whether or not continuous.
55
3.
4.
5.
If the total service in the School District is equal between two or more employees, then
seniority shall be determined by lot.
On or before February 1st, the Superintendent or his designee in consultation with the
Union shall develop and deliver to the President of the Union a Seniority List (“List”) by
categories of positions, which sets forth the seniority of all employees. This List shall
provide the following information for each employee:
a.
Name;
b.
Category of Position;
c.
Date of employment (without break in service).
The District shall recognize seniority as per the categories below:
a.
Secretary III
Secretary to Assistant Superintendent
b.
Secretary II
Secretary to the Director
Secretary to the Principal (Secondary and identified elementary buildings)
Human Resources Secretary
Registrar
Special Education Accounts Monitor
TBE-TPI Accounts
Monitor
Grant Secretary
Secretary to Grant Writer
SES Secretary
c.
Secretary I
Secretary to the Principal (Elementary)
Bookkeeper
Bookkeeper/Accounts payable
Financial Secretary
Guidance Secretary
NJROTC Secretary
Secretary/Athletics, Buildings & Grounds
Secretary/Business Operations
Assessment Secretary
Transportation Secretary
Records Secretary
Secretary to the Assessment Coordinator
Data Entry Secretary
District Translator
Case Management Monitor
Secretary
d.
Clerical
Receptionist
Clerical Assistant
Attendance Clerk
Special Education Clerical Assistant
56
Product Office Assistant
In the event an employee changes categories, previously earned seniority shall be applied to the new
category for purposes of any reduction in force in the new category.
It shall be the responsibility of the Union to review the annual “Seniority List” and to advise the Assistant
Superintendent for Human Resources in writing by February 15th (or ten days after the List is posted,
whichever is later) of any claimed error or omission (“objection”) in the List. The Assistant
Superintendent for Human Resources shall review and consider any such objection and inform the
employee of his/her decision within five (5) days. Within five (5) days of the Assistant Superintendent’s
decision, the employee may file a written appeal to the Board of Education. The Board shall issue its
decision prior to sixty (60) days before the end of the then current school term which decision is then
final. Failure of the employee to make a timely objection shall be deemed as an acceptance of his/her
placement on the seniority list. The employee shall be prohibited thereafter from challenging the
employee’s seniority in any category of position until the posting of a seniority list in the following
school year.
B.
Reduction in Force
1.
If the Board decides to decrease the number of employees or to discontinue some
particular type of educational support service, the Board shall first dismiss, within the
respective category of position, the employee with the least seniority, provided,
however, that in the event special qualifications and current evaluations for the
employee exist for a particular position then a less senior employee may be retained
over a more senior employee. In such event the more senior employee and the union
shall be notified of the reasons for retaining the less senior employee. The same factors
shall also apply to a recall of employees. Employees who are removed or dismissed shall
receive a written notice of honorable dismissal by certified mail, return receipt
requested, in accordance with Section 10-23.5 of the School Code.
2.
The Board and the Union agree that a decision of the Board to decrease the number of
employees or to discontinue some particular type of educational support service shall
be solely the decision of the Board.
3.
If the Board has any vacancies for the following school term or within one calendar year
from the beginning of the following school term, the positions thereby becoming
available within a specific category of position shall be tendered to the employees so
removed or dismissed from that category of position, so far as they are qualified to hold
such positions. The positions shall be offered first to the laid off employees with greater
seniority.
To be eligible for recall, employees must notify the Board, in writing, within ten (10)
calendar days of the Board’s mailing of the notice of vacancy, or within five (5) calendar
days of the employee’s receipt of the notice, whichever shall first occur, of the
acceptance of any vacant position offered to the employee during the recall period. The
employee’s failure to notify the Board of acceptance of any vacancy shall constitute
rejection of the offer of employment. Any employee who rejects an offer of an available
full-time position in any category of position in which he/she is qualified shall be
57
deemed to have waived his/her recall rights under Section 10-23.5 of the School Code
and will no longer be eligible for any other vacant position that becomes available
during the recall period.
In the case of employees whose position is being eliminated within the respective
classification by district seniority, the affected employee shall be allowed to displace or
“bump” the employee with the least district seniority in the next lowest classification
provided they are qualified for the position as determined by the authorized
administrator in charge and the employee in the next lowest classification has less
district seniority. If no one in the next lowest classification has less district seniority
than the employee whose position was eliminated, then the employee shall have the
right to a position in the next lowest subsequent classification in the same manner as
described above until such time as a position is secured or all classifications are
exhausted.
An employee displaced in the above procedure shall also have the right to a position in
the manner as described above
If the employee is released and recalled to a position within the time frame specified
above, for the purpose of this section, it will not constitute a break in service and the
employees will not incur any loss in district seniority.
4
20.3
The creation of new categories of position shall be within the inherent managerial
authority of the Board and the impact of the new categories
shall be negotiated with
the Union.
Job Descriptions
A joint committee of three (3) Administration and three (3) Union members will continue to
meet as needed to discuss the job descriptions and any Union concerns as to work loads/job
responsibilities for a particular position.
Each employee will be provided a copy of the job description for his/her position. Newly hired
employees will be given a copy during job interviews or at employment.
20.4
Staff Development
Efforts shall be made by the Administration to increase opportunities for professional
growth/skill improvement, within budgetary constraints.
20.5
Involuntary Transfers
Notice of involuntary transfer shall be given to an employee, in writing, as soon as practicable.
In the event of an involuntary transfer, upon the request of the employee, the Assistant
Superintendent of Human Resources and the employee shall meet to discuss the reasons for
such transfer.
20.6
Vacancies and Transfers
58
Consideration will be given to advancing present employees to a higher job classification, giving them
preference over applicants not currently employed by the District, when all other criteria are equal.
A.
All vacancies, newly created positions, or other positions covered by this Agreement
shall be posted for a minimum of five (5) work days.
B.
Job openings shall be posted on the bulletin board in the Human Resources office
throughout the year, and shall also be posted on the official bulletin boards or in binders
in each of the district schools and service center during the school year. No position
shall be filled prior to the fifth (5) work day after the vacancy is posted.
C.
A notice of vacancies shall be posted on the District’s website.
D.
Promotion from one position to another shall be based on performance, ability,
seniority, and consideration of the best interests of the District. An employee wishing to
be promoted shall, complete an online application, and participate in an interview
process.
E.
Office staff who are interested in a lateral transfer and who are twelve (12) month
employees shall submit a letter of interest to the Assistant Superintendent for Human
Resources within the time frame designated in the posting for such position.
59
ARTICLE XXI Evaluations
All office personnel shall be evaluated at least annually.
At the completion of the evaluation, a conference shall be held between the employee and the
administrator. The employee shall be provided with a copy of any written evaluation report at the time
of the conference for use during the conference. The employee shall sign the evaluation in order to
acknowledge receipt. In the event that the employee disagrees with the written evaluation he/she shall
have the option of attaching a written response to the evaluation document provided such response is
filed within ten (10) working days of the receipt of the original evaluation. This attachment will become
part of the written evaluation of the employee.
60
ARTICLE XXII Discipline and Discharge
22.1
Discipline and Discharge
A.
The Board agrees with the tenets of progressive and corrective discipline. Discipline of
an employee covered by this Agreement shall be done in a manner so as not to
embarrass the employee before other employees or the public and shall include the
following:
1.
A conference with the employee by the appropriate administrator or supervisor
on the decision;
2.
In the event of a suspension or dismissal, a written statement of the reason(s)
for the action shall be given to the employee and a review of the employee’s
personnel file with the employee and his/her representative if the employee so
chooses;
3.
A disciplinary action or measure shall include the following:
a.
b.
c.
d.
Oral reprimand
Written reprimand
Suspension without pay (notice to be given in writing)
Discharge (notice to be given in writing)
The Board reserves the right to initiate discipline at any step if the circumstances
warrant. Generally, job performance issues will be addressed through the evaluation
process. Paragraphs A 1-3 will always apply if a termination decision is made.
B.
In the event any Administrator requires an employee to attend a meeting for the
purpose of discussing a matter which may result in disciplining the employee, the
employee, upon request, may have a Union Representative present.
C.
When an employee is informed of his/her discipline or of his/her dismissal, he/she may
make a written request to meet with the Assistant Superintendent for Human Resources
to review the decision. Such request must be filed within ten (10) working days of
receiving such notice. The meeting with the Assistant Superintendent shall be held as
promptly as possible, but in no case shall be delayed more than fifteen (15) calendar
days after receiving the written request. The employee shall have the right to a Union
Representative at such meeting, and shall have the right to present arguments and
witnesses on her/his behalf. Recommendations by the Assistant Superintendent, if any,
shall be communicated to the Superintendent and the employee in writing. In the event
the employee is dissatisfied with the determination the employee shall have the right to
a meeting either with the Board of Education, or with a committee appointed by the
Board, which may meet in closed session to consider the matter.
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ARTICLE XXIII Leaves
23.1
Sick Leave
All secretarial/clerical personnel employed by the District as of the effective date of this
Agreement shall retain the number of sick days per year as allotted to such employees in the
Agreement in effect for the 2011-2012 school year. All secretarial/clerical personnel newly
employed beginning on or after July 1, 2012 shall receive a sick leave allowance based upon the
length of the work year as follows:
10 days
11 days
11 days
12 days
10-1/3 school months
10-1/2 school months
11 calendar months
12 months – calendar year employment
A staff member employed after the beginning of their normal work year and all part-time
employees will receive a prorated amount of sick days for which they are eligible.
Unused sick leave allowance shall accumulate from year to year, but not to exceed the number
as may be allowed by IMRF.
23.2
Personal and/or Emergency Leave
All secretarial/clerical personnel employed by the District as of the effective date of this
Agreement shall retain the number of personal days per year earned and to which they are
entitled pursuant to the Agreement in effect for the 2011-2012 school year, provided, however,
that such employees shall be frozen at the number earned as of the date of this Agreement (so
that a staff person with 3 such days may not move to 4 personal days in the future). All
secretarial/clerical personnel newly employed beginning on or after July 1, 2012 shall receive (2)
days personal leave at full pay.
23.3
Vacation
Regular twelve (12) month secretarial/clerical employees employed by the District as of the
effective date of this Agreement shall retain the number of vacation days per year as allotted to
such employees in the Agreement in effect for the 2011-2012 school year, provided, however,
that such employees shall be frozen at the number of earned vacation as of the date of this
Agreement until such time as they would progress in accordance with the schedule below. All
regular twelve (12) month secretarial/clerical personnel newly employed beginning on or after
July 1, 2012 shall receive a paid vacation schedule as follows:
Length of Service
Vacation Entitlement
1 to 5 years
10 days
6 years to 10 years
15 days
11+ years
20 days
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Length of service in the district shall be cumulative in establishing vacation entitlement. New
employees starting after the beginning of the fiscal year shall have their vacation pro-rated.
An employee who resigns or is discharged during the year shall receive with his termination pay,
the prorated amount for accrued vacation time, this time to be determined according to the
number of full months of employment actually completed after July 1 of the given year.
63
ARTICLE XXIV Salary and Additional Compensation
24.1
Salary Schedule
Appendix C- Salary Schedule 2012-2015
24.2
Special Salary Provisions
See Appendix C- Salary Schedule 2012-2015
24.3
Mileage Allowance
Employees who are required to use their personal vehicles in the course of their employment or
otherwise use their vehicles in authorized services to the District shall be reimbursed at the IRS
rate.
24.4
24.5
Pay Periods
A.
Paydays shall be scheduled semi-monthly on the 15th and the last day of the calendar
month. When paydays as scheduled fall on a weekend or holiday, then salary checks
shall be issued on the preceding work day.
B.
Employees shall have the option of selecting 24 (12-month schedule) or 20 (10-month
schedule) payments annually.
Summer School
All employees employed in the Summer School Program shall be paid at their hourly rate.
District employees shall be given preference before any outside employees are hired. Seniority
shall be an important criteria for selection.
24.6
Retirement Plan
The Board shall recognize the services of those support staff members who have rendered creditable
service to the District immediately preceding retirement and are eligible to receive pension benefits
through the Illinois Municipal Retirement Fund (IMRF) of the State of Illinois.
A.
To be eligible the employee:
B.
1.
Must have rendered at least eighteen (18) years of service to East Aurora
School District 131 prior to receiving the first payment of this benefit.
2.
Must be eligible to receive pension benefits through the Illinois Municipal
Retirement Fund at the time of retirement from the District, and must actually
retire with IMRF at the time of retirement from the District.
3.
Retirement shall in all instances occur only at the end of the school term.
Procedure and Benefits
64
Please note that for the 2012-2013 school year only, employees shall have until March
1, 2013 to submit an irrevocable written notice of retirement in order to receive
benefits that would start in 2013.
C.
1.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 four years prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in IMRF creditable
compensation, for each of his/her remaining four years of service.
2.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 three years prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in IMRF creditable
compensation, for each of his/her remaining three years of service.
3.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 two years prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in IMRF creditable
compensation, for each of his/her remaining two years of service.
4.
If an employee gives the Board an irrevocable written notice of retirement by
June 1 one year prior to the year of retirement, the Board shall pay him/her a
6% retirement incentive, inclusive of all other increases in IMRF creditable
compensation, for his/her remaining one year of service.
5.
If, after submitting an irrevocable written notice of retirement by June 1
provided in paragraphs 1 through 4 above, the employee resigns from or is
dismissed from duties for which the employee was paid a stipend or additional
compensation in the previous year, the retirement incentive for that
employee will be reduced accordingly.
6.
An employee is not eligible for the District Retirement Benefit if his/her
creditable compensation exceeded 106% of the prior year’s creditable
compensation in any of the employee’s final four years.
CONDITIONS
1.
Any office staff member who commences participation in this District
retirement benefit plan and fails to comply with the provisions herein, including
actually retiring under IMRF, shall reimburse the District for any increased salary
payments granted under this provision, including tax and pension withholdings.
Upon complete reimbursement, the office staff member shall be entitled to any
negotiated salary increase that would otherwise have been applicable during
the period.
2.
There shall be a maximum of five (5) persons per year allowable to participate in
this retirement provision. In the event of any maximum limitation on support
65
staff participation in the program, the support staff member with the greatest
District seniority shall have the first right to exercise their participation option.
66
Section 5
Effect of Agreement
67
ARTICLE XXV Effect of Agreement
25.1
This Agreement shall become effective on July 1, 2012 and shall continue in effect until
11:59 p.m. on June 30, 2015.
25.2
The terms and conditions set forth in this Agreement represent the full and complete
understanding between the parties and may be modified only through written mutual
consent of the parties. It is understood that all rights, powers, and authority of this
Board not specifically limited by the language of this Agreement are retained by the
Board. The Board shall take no action which will violate any of the specific provisions of
this Agreement.
25.3
The parties agree that they shall not be obligated to bargain collectively during the term
of this Agreement with respect to any subject or matter not specifically referred to or
published in this Agreement, even though such subject or matter may not have been
within the knowledge or contemplation of either or both of the parties at the time they
negotiated and signed this Agreement.
IN WITNESS WHEREOF signed this ______ day of ______________________, 2012
EAST AURORA COUNCIL LOCAL 604, AFT/IFT
BOARD OF EDUCATION,
EAST AURORA SCHOOL DISTRICT NO. 131
By: __________________________________
President
By: __________________________________
President
68
Appendix A-1
69
Appendix A-2
70
Appendix A-3
71
72
73
74
Appendix D-1
PROCEDURES FOR STIPEND POSITIONS
Stipends are coordinated annually. Each school shall post the Stipend list in the spring for the following
school year. Interested staff members shall submit a Stipend Position Proposal (Appendix D-4) to the
building Principal, or designee. In making a recommendation to the central office for appointment the
Principal, or designee, shall take into consideration experience and prior Stipend assessments, if
applicable. An interview may be required.
If a non-district employee is offered a Stipend position, they must complete a fingerprint criminal history
background check. All candidates for athletic coaching positions need to be first aid and coaching
principles certified. The first aid certification must be renewed, at a minimum, every three years.
A stipend for classified or certified staff is paid in equal installments beginning after the start date of the
activity and ending June 30th of that school year; provided, however, for payments to a person whose
only services are for a stipend activity, then they shall be paid not less frequently than half of the
stipend half way through the activity and half on completion. If one employee takes over for another
employee during the school year (due to extenuating circumstances), the amount will be divided equally
among the remaining pay periods ending June 30th of that school year.
PROTOCOL-PLACEMENT
An administrator (principal/designee) will establish the level for which an individual sponsor is eligible to
be placed based upon experience and preparation. ALL SPONSOR/COACHES WILL BEGIN A NEW
POSITION IN THE APPROPRIATE CLASSIFICATION DETERMINED BY THE CONTRACT.
An administrator (principal/designee) may grant years of experience to those individuals who have had
the same experience within or outside (supported by event documentation) District #131 for which they
will be placed on the stipend schedule.
In the case of a stipend position where an assistant position is provided, up to one-half of the relevant
years of prior experience as an assistant may be counted toward years of experience awarded to the
head stipend position.
CRITERIA FOR CLUB/ACTIVITY PLACEMENT IN CLASSIFICATION A, B, C
Classification – A
a)
meets a minimum of two (2) times per month
b)
minimum number of students (10-15)
Classification – B
a)
meets a minimum of four (4) times per month
b)
minimum number of students (15-20)
c)
community volunteer time encouraged
Classification – C
a)
meets four (4) times per month
b)
minimum number of students (20-30)
c)
community volunteer time encouraged
75
WILD CARD
1.
To propose a Wild Card Stipend position an employee shall submit a stipend position
proposal (Appendix D-4), plus the compilation of a list of interested student signatures
(15 for a classification A and 20 for a classification B).
2.
Consideration for Wild Card choice is aligned with areas such as school improvement
goals, socio-emotional standards, student safety and enrichment.
3.
An interview process takes place to secure the building choice.
ASSESSMENTS
All employees receiving a stipend payment shall be evaluated annually. (Appendices D-6, D-7, and D-8)
PLC/PBIS LEADERSHIP
A joint committee will be formed to review the procedures and practices district wide in conjunction
with PLC and PBIS teams, including leadership and whether there should be established stipends for
such leadership positions. Any recommendations must be submitted prior to the end of the 2012-2013
school year. The implementation of any recommendations shall be by MOU commencing in the 20132014 school year provided, however, that the cost of any stipends agreed upon shall not exceed a total
of One Hundred Thousand Dollars ($100,000) per year.
76
Appendix D-2
CLASSIFICATION OF STIPEND POSITIONS
Classification A:
School Safety Patrol
Elementary Cheerleading
Elementary Math/Science Club
Elementary Music Club
Elementary Art Club
Elementary Peace Jam (.5)
Classification B:
Middle School Fix It Club
Middle School Dramatics
Middle School Art Club
Middle School Yearbook
Middle School Cooking/Cuisine Club
Middle School Technology Club
Middle School Newspaper
Middle School Wild Card
Middle School Math Team
Middle School NJHS
Middle School Assistant Student Council
High School Photography Club
High School Cooking/Cuisine Club
High School Swim Club
High School Spanish National Honor Society
High School French National Honor Society
Building Webmaster
High School Social Studies Club
Classification C:
Elementary Soccer/Basketball/Softball
Elementary After-School Activities Coordinator
Middle School Head Student Council
Middle School Band Director
Middle School Choral Director
Elementary Wild Card
Elementary Technology Club
Elementary Volleyball/Fitness
Elementary Theater Club
Elementary Choral/Band
Secondary Peace Jam
Sophomore Class Advisor
Junior Class Advisor
Quill and Scroll Club
Freshman Class Advisor
High School Chess Club
High School Scholastic Bowl
High School Music Club
High School Science Club
High School Thespian Club
High School National Honor Society
High School Art Club
High School Film/Video Club
High School German National Honor Society
High School Math National Honor Society
High School Art National Honor Society
High School Science National Honor Society
High School Mathletes
High School Assistant Student Council
High School Speech Activities
HERO (Home Economics Related Occupations)
ME/DECA (Marketing Education/Distributive
Education Clubs of America)
OE/BPA (Office Education/Business Professionals
77
Middle School Assistant Boys’ Soccer
Middle School Assistant Girls’ Soccer
Middle School Assistant Track
Middle School Assistant Wrestling
Middle School Assistant Volleyball
Middle School Assistant Basketball
Middle School Assistant Co-Ed Cross Country
Classification D:
Middle School Spirit Sponsor
Middle School Head Football
Middle School Head Basketball
Middle School Head Volleyball
Middle School Head Track
Middle School Wrestling
Middle School Head Co-Ed Cross Country
Middle School Head Boys’ Soccer
Middle School Head Girls’ Soccer
High School Department Manager, 26-50 sections
Classification E:
Middle School Team Leader
Middle School Department Chairperson
High School Head Freshman Football
High School Head Girls’ Badminton
High School Head Indoor Track
High School Head Girls’ Bowling
High School Head Dance
High School Head Golf
High School Assistant Basketball
High School Assistant Boys’ Wrestling
High School Assistant Soccer
High School Auditorium Manager
of America)
VICA (Vocational Industrial Clubs of America)
FCCLA (Family, Career & Community Leaders of
America)
New Educators’ Support Team
Driver Education Manager
Middle School Assistant Football
Middle School Assistant Cheerleading
High School Department Manager, 25 sections or
less
High School Head Student Council
High School Assistant Indoor Track
High School Assistant Dance Team
High School Assistant Badminton
High School Assistant Golf
High School Assistant Bowling
High School Literary Magazine
NJROTC Drum & Bugle Corps
NJROTC Orienteering
High School Assistant Girls’ Softball
High School Assistant Girls’ Volleyball
High School Assistant Tennis
High School Assistant Boys’ Baseball
High School Assistant Cheerleading
High School Assistant Outdoor Track
High School Assistant Swimming
High School Assistant Co-Ed Cross Country
High School Assistant Football
High School Auroran
High School Musical Accompanist
High School Department Manager, 51-75 sections
78
Classification F:
High School Sophomore Head Boys’ Football
High School Senior Class Advisor
High School Sophomore Head Basketball
High School Assistant Athletic Director
High School Head Tennis
Curriculum Council
High School Department Manager, 76 or more
sections
NJROTC Department Chair
Classification G:
Middle School Athletic Director
High School Drama
High School Vocal Director
High School Pit Orchestra
High School Musical Artistic Director
High School Stage Design
High School Vocal Director for Chorus
High School Vocal Director for Musical
High School Head Co-Ed Cross Country
Classification H:
High School Head Boys’ Baseball
High School Head Boys’ Wrestling
High School Head Girls’ Softball
High School Head Soccer
Middle School Special Education Team Facilitator
High School Head Outdoor Track
High School Girls’ Volleyball
High School Head Swimming
High School Head (Fall/Winter) Cheerleading
Classification I:
High School Ticket Manager
Special Education Coordinator
High School Speculum
Classification J:
High School Head Basketball
High School Head Football
High School Band Director
Non-Scheduled:
Athletic Director
Student Advisory Coordinator
Athletic Trainer
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84
85
Appendix D-6
AURORA EAST DISTRICT 131
ASSESSMENT FOR STIPEND POSITIONS
ATHLETICS
Coach:
School:
Position:
Supervisor:
Date of Review Conference:
The following assessment is based upon observed performance as well as the sponsor’s contribution in
the area of staff-parent-school-community relationships and professionalism.
Directions: Circle the number that closely describes
the employee’s performance on each criterion.
4
3
2
1
NA
Excellent
Exceeds expectations
Meets the expectations
Does not meet performance expectations
Does not apply to this position
1.
Activities and Accomplishments (to be completed by sponsor/coach)
List the events, activities, and/or accomplishments of your group during this school year.
2.
Instructional Skills
A.
B.
C.
D.
E.
F.
G.
3.
Develops and maintains a sound physical conditioning program for
team(s).
Teaches the techniques and fundamentals of the sport.
Balances, individual, group, and team instruction.
Promotes prop conduct, sportsmanship, fair play, and a competitive
spirit among team members.
Informs all team members of training and participation rules as defined
by the school and the Illinois High School Association (IHSA)
Interacts with students in a manner that encourages respectful
relationships among students and adults.
Promotes the development of leadership and responsibility in students.
1
2
3
4
NA
1
1
1
2
2
2
3
3
3
4
4
4
NA
NA
NA
1
2
3
4
NA
1
2
3
4
NA
1
2
3
4
NA
1
1
2
2
3
3
4
4
NA
NA
1
2
3
4
NA
1
2
3
4
NA
1
2
3
4
NA
Supervision and the School Environment
A.
B.
C.
D.
E.
Organizes and supervises practices, competitions, and transportation.
Ensures that all personal injuries receive proper treatment and followup care.
Attends all practice sessions and contests/events the season set by the
IHSA, unless excused by the Athletic Director.
Supervises the locker room before and after practice during the sport
season.
Confirms the security of facilities and equipment after any event (doors
locked, lights turned off, equipment secured as assigned.)
86
F.
G.
4.
1
2
3
4
NA
1
2
3
4
NA
1
1
2
2
3
3
4
4
NA
NA
1
2
3
4
NA
1
1
2
2
3
3
4
4
NA
NA
1
2
3
4
NA
1
2
3
4
NA
1
1
1
2
2
2
3
3
3
4
4
4
NA
NA
NA
1
2
3
4
NA
1
1
2
2
3
3
4
4
NA
NA
1
1
2
2
3
3
4
4
NA
NA
Staff-Parent-School-Community Relationships
A.
B.
C.
D.
E.
F.
G.
5.
Does not leave the facility until the last participant fort the team has
left. Ensures a way to get home in accordance with established policy.
Handles all financial transactions in a manner prescribed by the board.
Works cooperatively with school personnel to benefit students.
Initiates parent contacts in a timely, professional, and constructive
manner.
Attends all sport meetings and events. Helps organize end-of-season
recognition activities.
Works with parent groups and the programs they produce.
Promotes the sport within the school community and provides program
guidance to feeder schools when requested.
Works cooperatively with school personnel to ensure that all building
facility and safety needs are met.
Constructs season-long practice schedule and submits it to the Athletic
Director prior to the start of the season.
Professionalism
A.
B.
C.
D.
E.
F.
G.
H.
Acts and speaks in an appropriate manner at all times.
Responsible for the behavior of the team related to this assignment.
Maintains knowledge of current trends in his/her field through
participation in professional activities.
Executes Board of Education, Upstate 8 Conference, and all Illinois High
School Association policies and procedures.
Responsible for equipment needs for appropriate level of the program.
Responsible for equipment, staffing, and evaluation for the total
program.
Responsible for reporting scores and keeping accurate records.
Uses appropriate channels to resolve concerns and problems.
6.
Mutually developed goals or additional comments:
7.
Response by person being reviewed. (You may attach additional pages.)
_________________________________________________
Coach (signed)
_______________________
Date
I recommend the renewal of this employee for the next school year season.
I do not recommend the renewal of this employee for the next school year season.
_________________________________________________
Supervisor (signed)
87
_______________________
Date
Appendix D-7
Aurora East District 131
ASSESSMENT FOR STIPEND POSITIONS
TEACHER LEADERSHIP
Teacher Leader______________________________
School:____________________
Assignment:_________________________________
Supervisor:_________________
Date of Review Conference: ____________________
The following assessment is based upon observed performance as well as the contribution in the area of staff-parentschool-community relationships and professionalism.
Directions: Circle the number that closely
describes the employee’s performance on each
criterion.
4
3
2
1
NA
1.
Excellent
Exceeds expectations
Meets the expectations
Does not meet performance expectations
Does not apply to this position
Planning
A.
Works in a timely manner to support the hiring process.
NA
1
2
3
4
B.
Supports the scheduling process.
NA
1
2
3
4
C.
Text adoptions are handled according to all deadlines.
NA
1
2
3
4
D.
In-service activities and/or department/team meetings are planned to
encourage and continue departmental/team growth.
NA
1
2
3
4
2.
Professionalism
A.
Is punctual.
NA
1
2
3
4
B.
Is professional.
NA
1
2
3
4
C.
Takes initiative to promptly address inappropriate behavior among faculty.
NA
1
2
3
4
88
D.
Keeps department/team members informed of building and district information.
NA
1
2
3
4
E.
Attends required meetings.
NA
1
2
3
4
F.
Works constructively with other department chairs/team leaders.
NA
1
2
3
4
3.
Provides Innovation
A
Continues his/her professional growth and awareness of best practices.
NA
1
2
3
4
B.
Maintains an active awareness of district curriculum.
NA
1
2
3
4
C.
Takes a proactive approach to preventing and solving departmental issues.
NA
1
2
3
4
4.
Focus on Student and Teacher Success
A
Works to ensure that students’ affective needs as well as academic needs
are met.
NA
1
2
3
4
B
Supports a valid, reliable, and useful assessment program within
department/team.
NA
1
2
3
4
C.
Assures that PSAE/ISAT, SIP activities and local testing preparation is part
of every teacher’s lesson planning process.
NA
1
2
3
4
D.
Monitors student failure rates within the department/team and addresses
problems and issues proactively.
NA
1
2
3
4
E.
Acts as a guide and mentor for teachers.
NA
1
2
3
4
F.
Seeks ways in which department/team can serve diverse learner needs.
NA
1
2
3
4
G. Actively coaches teachers in order to improve classroom instruction and/or
management.
NA
1
2
3
4
H.
Addresses ineffectual teaching methods in department/team.
NA
1
2
3
4
I.
Recognizes, publicizes, and celebrates achievements of department/team.
NA
1
2
3
4
5.
Record Keeping and Management
A.
Budget is submitted on time.
NA
1
2
3
4
B.
Budgeting is based on up-to-date inventories which are kept on file.
NA
1
2
3
4
C.
Budgets are not over-spent; bills are cleared for payment on time.
NA
1
2
3
4
D.
Keeps informed about teacher absences, and covers first hour classes if need
arises due to shortage of subs at the start of a school day.
NA
1
2
3
4
E.
Keeps clear, complete, and legal paper/digital documentation of any
circumstances requiring them, and can always find such materials.
NA
1
2
3
4
89
F.
6.
Completes required evaluations and observations on time.
NA
1
2
3
4
G. Licensing agreements are honored; illegal software is kept off department/team
computers.
NA
1
2
3
4
H.
Textbook inventories are up-to-date and accurately guide budget requests
NA
1
2
3
4
I.
Travel requests are processed promptly, within district deadlines.
NA
1
2
3
4
J.
Records of field trips and absences are kept at all times.
NA
1
2
3
4
Response by the person being reviewed. (You may attach additional pages.)
____________________________________________
_______________
TEACHER LEADER (signed)
Date
I recommend the renewal of this department chair/team leader for the next school year season.
I do not recommend the renewal of this department chair/team leader for the next school year season.
____________________________________________
SUPERVISOR (signed)
________________
Date
90
Appendix D-8
Aurora East District 131
ASSESSMENT FOR STIPEND POSITIONS
STUDENT ACTIVITIES AND CLUBS
Sponsor:______________________________
School:____________________
Position:______________________________
Supervisor: ____________________________
Date of Review Conference: ______________
The following assessment is based upon observed performance as well as the sponsor’s contribution in the area of
staff-parent-school-community relationships and professionalism.
Directions: Circle the number that closely
describes the employee’s performance on each
criterion.
.
.
4
3
2
1
NA
Excellent
Exceeds expectations
Meets the expectations
Does not meet performance expectations
Does not apply to this position
2. Activities and Accomplishments (to be completed by sponsor/coach)
List the events, activities, and/or accomplishments of your group during this school year.
__________________________________________________________________________________________
__________________________________________________________________________________________
3. Activity Planning & Development
A.
Plans activities to meet the needs, skills and interests of students involved.
NA
1
2
3
4
B.
Develops appropriate activities in relation to total school activities program.
NA
1
2
3
4
C.
Works to increase student and staff participation in activities.
NA
1
2
3
4
D.
Develops student leaders within the activity program.
NA
1
2
3
4
E.
Manages all planning and communication of student activities.
NA
1
2
3
4
NA
1
2
3
4
4. Supervision and Administrative Duties
A.
Promotes student activities within the school and community.
91
5.
B.
Ensures all building facility and security needs for each event.
NA
1
2
3
4
C.
Confirms the security of facilities and equipment after events (doors locked,
lights turned off, equipment secured as assigned.
NA
1
2
3
4
D.
Remains in the facility until the last activity participant has left. Ensures that
all students have a way to get home.
NA
1
2
3
4
E.
Completes field trip forms in a timely manner, ensuring parental signature.
NA
1
2
3
4
F.
Makes appropriate travel arrangements in a timely manner.
NA
1
2
3
4
G. Completes arrangements for facility use in a timely manner.
NA
1
2
3
4
H.
Handles all budget management and financial transactions in a manner
prescribed by the Board.
NA
1
2
3
4
I.
Attends all organization meetings and events.
NA
1
2
3
4
J.
Supervises students on any trip related to this activity, in accordance
with school policy.
NA
1
2
3
4
Professionalism and School-Community Relations
A.
Acts and speaks in an appropriate manner at all times, including the use of
acceptable language.
NA
1
2
3
4
B.
Adheres to Board of Education, Upstate 8 Conference and other professional
agency policies and procedures.
NA
1
2
3
4
C.
Uses appropriate channels to resolve concerns and problems.
NA
1
2
3
4
D.
Interacts with students in a manner that encourages respectful relationships
among students and adults.
NA
1
2
3
4
E.
Promotes the development of self-esteem in students.
NA
1
2
3
4
F.
Works cooperatively with school personnel to benefit students.
NA
1
2
3
4
NA
1
2
3
4
G. Works cooperatively with existing parent support groups.
6. Mutually developed goals or additional comments:
7. Response by the person being reviewed. (You may attach additional pages.)
92
____________________________________________
________________
COACH/SPONSOR (signed)
Date
I recommend the renewal of this activity sponsor/coach for the next school year season.
I do not recommend the renewal of this activity sponsor/coach for the next school year season.
____________________________________________
SUPERVISOR (signed)
________________
Date
93
Appendix E-1
Teacher Formal Observation
Name __________________________________
Date of Observation____________________
Grade Level / Subject Area: _______________
Building Name ________________________
Length of Observation _________________________
Key:
O = Observed
* = Comments are used to indicate areas of
excellence or areas of concern
N/O = Not Observed
Illinois Professional Teaching Standards
# 1 Content Knowledge
The teacher understands the central concepts, methods of inquiry, and structure of the discipline (s)
and creates learning experiences that make the content meaningful to all students.
A. Content Knowledge
O
A 1.
Presents facts accurately.
A 2.
Uses a variety of instructional strategies to present key concepts
A 3.
Engages all students in generating and testing knowledge
A 4.
Facilitates learning experiences that make connections to other content areas and life/career
experiences for all students
A 5.
Designs learning experiences and utilizes devices / technologies to promote access to general
curricular content for all students
A 6.
Differentiates instruction to meet academic needs of all students
Content
Knowledge Comments:
_
94
*
N/O
# 2 Human Development and Learning
The teacher understands how individuals grow, develop, and learn and provides learning opportunities that support the
intellectual, social, and personal development of all students.
B. Human Development and Learning
O
B 1.
Designs instruction around accepted learning theory
B 2.
Plans activities that are appropriate for the developmental stages of the students in the
class
B 3.
Stimulates student reflection on prior knowledge and links new ideas to already familiar
ideas and experiences.
*
N/O
Human Development and Learning Comments:
# 3
Diversity
The teacher understands how students differ in their approaches to learning and creates instructional opportunities
that are adapted to diverse learners.
C. Diversity
O
C 1.
Adjusts time and tasks to meet needs of all students
C 2.
Models and fosters a climate of respect and acceptance of all students and their families
C 3.
Uses cultural diversity to enrich instruction
Diversity Comments:
95
*
N/O
# 4 Planning for Instruction
The teacher understands instructional planning and designs instruction based upon knowledge of the discipline,
students, the community, and curriculum goals.
D.
Planning for Instruction
O
D 1.
Uses the Illinois Academic Standards / Performance Descriptors in developing an
appropriate and effective lesson
D 2.
Uses the School Improvement Plan to create short-range and long-term plans
D 3.
Establishes and communicates expectations for student learning
D 4.
Includes methods for checking for understanding and evaluation of student instruction in
each lesson plan
D 5.
Accesses and uses a wide range of information and instructional technologies to enhance
learning for all students
D 6.
Uses the Individual Educational Plan ( IEP) goals and objectives to plan instruction for
students with disabilities
N/O
*
Planning for Instruction comments:
# 5 Learning Environment
The teacher uses an understanding of individual and group motivation and behavior to create a learning environment
that encourages positive social interaction, active engagement in learning, and self-motivation.
E.
E 1.
Learning Environment
O
Creates an environment of community that is conducive to learning
96
*
N/O
E 2.
Encourages and motivates all students to be responsible for their learning
E 3.
Manages time, materials, and space effectively (e.g. smooth transitions, clear directions,
etc.)
E 4.
Uses effective methods for teaching social skill development to all students
E 5.
Shows enthusiasm for teaching
E 6.
Modifies the learning environment to facilitate appropriate classroom behaviors and
learning for all students.
E 7.
Demonstrates a variety of effective behavior management techniques appropriate to the
needs of all students, including those with disabilities (including implementing the least
intrusive intervention consistent with the needs of these students)
Learning Environment comments:
# 6 Instructional Delivery
The teacher understands and uses a variety of instructional strategies to encourage students’ development of critical
thinking, problem solving, and performance skills.
F.
Instructional Delivery
O
F 1.
Chooses alternative teaching strategies and materials to meet the instructional goals and
needs of all students
F 2.
Asks questions and provides activities that require higher level thinking skills (Bloom’s
Taxonomy)
F 3.
Adjusts curriculum, instruction, and materials based upon student’s responses, feedback,
and learner characteristics
F 4.
Provides closure at the end of the lesson
F 5.
Uses varied instructional modes (e.g., instructor, facilitator, coach, and audience) and
methodologies (i.e. lecture, cooperative learning, simulations, etc.)
97
*
N/O
Instructional Delivery Comments:
# 7 Communication
The teacher uses knowledge of effective written, verbal, nonverbal, and visual communication techniques to foster
active inquiry, collaboration, and supportive interaction in the classroom.
G. Communication
O
G 1.
Uses vocabulary that is correct and appropriate to student’s developmental level
G 2.
Expects and reinforces correct grammar in oral and written language used by students
G 3.
Provides constructive feedback to all students in a positive and supportive manner
G 4.
Practices effective listening, conflict resolution, and group-facilitation skills
G 5.
Creates opportunities for all students to practice correct written, verbal, nonverbal, and
visual modes of communication
*
N/O
Communication Comments:
# 8 Assessment
The teacher understands various formal and informal assessment strategies and uses them to support the continuous
development of all students.
98
H.
Assessment
O
H 1.
Uses assessment results to diagnose student learning needs, align and modify
instruction, and design teaching / re-teaching strategies
H 2.
Appropriately uses varied formal and informal assessments to evaluate the
understanding, progress, and performance of each student and the class as a whole.
H 3.
Maintains useful and accurate records of all student work and performance and
communicates student progress knowledgeably and responsibly to students, parents and
colleagues
H 4.
Uses technology appropriately in conducting assessments and interpreting results
H 5.
Collaborates with families and other professionals involved in the assessment of
individuals with disabilities
N /O
*
Assessment Comments:
#9
Collaborative Relationships
The teacher understands the role of the community in education and develops and maintains collaborative relationships
with colleagues, parents/guardians, and the community to support student learning and well-being.
I. Collaborative Relationships
O
I 1.
Develops and demonstrates positive rapport with students
I 2.
Develops relationships with parents and guardians to acquire an understanding of the
students’ lives outside of the school in a professional manner that is fair and equitable
I 3.
Works with colleagues to develop an effective learning climate within the school
I 4.
Demonstrates the ability to co-teach and co-plan
I 5.
Coordinates and /or collaborates with classroom paraprofessionals and volunteers
I 6.
Acts as an advocate for the needs of all students
99
*
N/O
Collaborative Relationships Comments:
# 10 Reflections and Professional Growth
The teacher is a reflective practitioner who continually evaluates how choices and actions affect students, parents, and
other professionals in the learning community and actively seeks opportunities to grow professionally.
J.
Reflections and Professional Growth
O
J 1.
Practices reflection regarding classroom observation, information about students,
pedagogical knowledge, and current research
J 2.
Participates in continuous professional growth to support his / her development as a
learner and teacher
J 3.
Actively seeks and collaboratively shares a variety of instructional resources with
colleagues
*
Reflections and Professional Growth Comments:
# 11 Professional Conduct and Leadership
The teacher understands education as a profession, maintains standards of professional conduct, and
provides leadership to improve learning and well-being.
100
N/ O
K.
Professional Conduct and Leadership
K 1.
Promotes and maintains a high level of integrity in the practice of the profession
K 2.
Follows school policy and procedures, respecting the boundaries of professional
responsibilities, when working with colleagues, students, and their families
K 3.
Actively participates in or leads in such activities as curriculum development, staff
development, and student organizations.
K 4.
Demonstrates positive regard for culture, race, religion, gender, and sexual orientation of
individual students and their families
K 5.
Complies with local, state, and federal regulations and policies related to all students.
K 6.
Uses a variety of instructional and intervention strategies prior to initiating a referral of a
student for special education
K 7.
Accepts professional responsibilities: attendance and punctuality
O
*
N/O
Professional Conduct and Leadership Comments:
Strength and Areas for Growth:
Date of Post Observation Review: _____________________________
Evaluator’s Signature: ____________________________
Teacher’s Signature: ____________________________
* Comment if applicable:
(Revised 05 / 2012)
101
Appendix E-2
TENURED / NON-TENURED SUMMATIVE EVALUATION REPORT
Name
School Year
School
Grade/Subject Area
Circle One:
1st
Tenured / Non-Tenured Year:
2nd
3rd
4th
Informal Observation Dates:
____________ / ____________/ ____________/ ____________
Formal Observation Dates:
____________ / ____________/ ____________/ ____________
(Non-tenured Staff / minimum two observations, Tenured Staff / minimum one observation)
Illinois Professional Teaching Standards:
#1
Content Knowledge
#2
Human Development & Learning
#3
Diversity
#4
Planning for Instruction
#5
Learning Environment
#6
Instructional Delivery
#7
Communication
#8
Assessment
#9
Collaborative Relationships
#10
Reflection and Professional Growth
#11
Professional Conduct
E(4)
P(3)
NI(2)
U(1)
(E)xcellent
40 – 44 No ranking below Proficient
90%
(P)roficient
31 – 39 No more than 1 Needs Improvement or 0 Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
48%
(U)nsatisfactory
11 – 20
Score
Overall Rating
102
(pg. 2)
Comments / Recommendations:
Deficiencies (if applicable):
Employment Recommendation:
Reemploy
__________
Do not Reemploy
__________
_______________________________________
Teacher Signature
______________________
Date
_______________________________________
Evaluator Signature
______________________
Date
The teacher’s signature indicates that the teacher has seen the entire evaluation report and has had an
opportunity to discuss its content with the evaluator.
(Revised 5-12)
103
Appendix E-3
Ancillary Staff Formal Observation
Special Education Services Personnel, Counselors and Academic Coaches
Name:
Date:
Job Title:
Building Name:
Professional Practices:
Category
A. Demonstrates knowledge of their profession.
B. Establishes collaborative and maintains positive working relationships with
students, colleagues and/or parents.
C. Consults and collaborates with district personnel.
D. Provides appropriate services to students based on individual needs.
E. Develops and adheres to a workable schedule for service delivery.
F. Participates effectively in professional development.
Comments/Recommendations:
104
Professionalism:
Category
G. Remains current regarding ideas and methods related to profession.
H. Accepts professional responsibilities, attendance, and punctuality.
I.
Maintains and provides necessary reports and information according to
district policy and procedure.
J. Assists in supporting and adhering to the district’s curriculum, practices and policies.
K. Protects the confidentiality of the students and his/her family.
Comments/Recommendations:
Strengths and Areas for Growth:
Date of Observation Review:
Evaluator’s Signature:
Ancillary Staff Signature:
*Comment if Applicable:
105
Appendix E-4
Ancillary Staff Summative Evaluation
Special Education Services Personnel, Counselors and Academic Coaches
Name:
Date:
Job Title:
Building Name:
Professional Practices:
Category
Rating
A. Demonstrates knowledge of their profession.
B. Establishes collaborative and maintains positive working relationships with
students, colleagues and/or parents.
C. Consults and collaborates with district personnel.
D. Provides appropriate services to students based on individual needs.
E. Develops and adheres to a workable schedule for service delivery.
F. Participates effectively in professional development.
Comments / Recommendations
Professionalism:
Category
Rating
G. Remains current regarding ideas and methods related to profession.
H. Accepts professional responsibilities, attendance, and punctuality.
I.
Maintains and provides necessary reports and information according to
district policy and procedure.
106
J. Assists in supporting and adhering to the district’s curriculum, practices and
policies.
K. Protects the confidentiality of the students and his/her family.
Comments / Recommendations
Professional Practices/Professionalism
A.
See Professional Practices – Page 1
B.
See Professional Practices – Page 1
C.
See Professional Practices – Page 1
D.
See Professional Practices – Page 1
E.
See Professional Practices – Page 1
F.
See Professional Practices – Page 1
G.
See Professionalism – Page 1
H.
See Professionalism – Page 1
I.
See Professionalism – Page 1
J.
See Professionalism – Page 1
K.
See Professionalism – Page 1
E(4)
P(3)
NI(2)
U(1)
Score
Percentage
(E)xcellent
40 – 44 No ranking below Proficient
90%
(P)roficient
31 – 39 No more than 1 Needs Improvement or 0
Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
48%
(U)nsatisfactory
11 – 20
Score:
Overall Rating:
Deficiencies: (if applicable)
107
Employment Recommendation:
Reemploy:

Date: ____________________
Do Not Reemploy:

Date: ____________________
_______________________________________
Ancillary Staff Signature
______________________
Date
_______________________________________
Evaluator Signature
______________________
Date
The employee’s signature indicates that the employee has seen the entire evaluation report and has had
an opportunity to discuss its content with the evaluator.
(Revised 5-12)
108
Appendix F
Evaluation Forms
F-1 Special Education Teacher Assistant
F-2 Pupil Personnel Assistant
F-3 Parent Liaison
F-4 Tutor
F-5 Health Assistant
F-6 Learning Center Assistant
F-7 Classroom Assistant
F-8 Special Education Interpreter
F-9 Sign Language Interpreter
109
Appendix F-1
East Aurora School District
Support Staff Evaluation – SPED Teacher Assistant /1:1 Assistant
Name: ________________________________________
Date: ________________________________
Job Title: __________________________________
Building Name: _________________________
CATEGORY
RATING
1. JOB KNOWLEDGE
Demonstrates skills and knowledge to perform the job competently.
2. WORK QUALITY
Performs assigned tasks in a well-organized and efficient manner.
3. COMMUNICATION
Communicates and delivers student support in an effective, appropriate, and helpful manner.
4. TEAMWORK
Collaborates effectively with others.
5 DIVERSITY
Provides appropriate services to students based on individual needs.
6. HUMAN DEVELOPMENT AND LEARNING
Assists in supporting district curriculum and practices.
7. CONFIDENTIALITY
Protects the confidentiality of students.
8. ATTENDANCE / PUNCTUALITY
Accepts professional responsibilities: attendance and punctuality.
Comments/Recommendations:
CATEGORY
RATING
9. SPED TA
Assists students with classroom activities and behavioral management system
under the direction of certified teacher.
10. SPED TA
Assists with instructional modifications according to student’s IEP.
110
11. SPED TA
Assists students with physical and social emotional health needs as necessary.
Comments/Recommendations:
Performance Categories:
E (4)
P (3)
N (2)
U (1)
1. Job Knowledge
_____
_____
_____
_____
2. Work Quality
_____
_____
_____
_____
3. Communication
_____
_____
_____
_____
4. Teamwork
_____
_____
_____
_____
5.
Diversity
_____
_____
_____
_____
6.
Human Development and Learning
_____
_____
_____
_____
7.
Confidentiality
_____
_____
_____
_____
8.
Attendance / Punctuality
_____
_____
_____
_____
9.
SPED TA
_____
_____
_____
_____
10.
SPED TA
_____
_____
_____
_____
11.
SPED TA
_____
_____
_____
_____
Score
Percentage
(E)xcellent
40 – 44 No ranking below Proficient
90%
(P)roficient
31 – 39 No more than 1 Needs Improvement or 0
Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
48%
(U)nsatisfactory
11 – 20
Score:
Overall Rating:
Deficiencies: (if applicable)
111
Employment Recommendation:
Reemploy:

Date: ____________________
Do Not Reemploy:

Date: ____________________
_________________________________________
Support Staff Signature
_____________________________
Date
_________________________________________
Evaluator
______________________________
Date
The support staff’s signature indicates that the support staff has seen the entire evaluation report and has
had an opportunity to discuss its content with the evaluator.
Revised 5-12
112
Appendix F-2
East Aurora School District
Support Staff Evaluation – PPA
Name: ___________________________________________ Date: ________________________________
Job Title: _________________________________
Building Name: _________________________
CATEGORY
Rating
1. JOB KNOWLEDGE
Demonstrates skills and knowledge to perform the job competently.
2. WORK QUALITY
Performs assigned tasks in a well-organized and efficient manner.
3. COMMUNICATION
Communicates and delivers student support in an effective, appropriate, and helpful manner.
4. TEAMWORK
Collaborates effectively with others.
5 DIVERSITY
Provides appropriate services to students based on individual needs.
6. HUMAN DEVELOPMENT AND LEARNING
Assists in supporting district curriculum and practices.
7. CONFIDENTIALITY
Protects the confidentiality of students.
8. ATTENDANCE / PUNCTUALITY
Accepts professional responsibilities: attendance and punctuality.
Comments/ Recommendations:
CATEGORY
RATING
9. PPA
Supports the general safety and welfare of students.
10. PPA
Monitors and enforces dress code, ID compliance, pass privileges and school assemblies.
113
11. PPA
Provides behavior management and crisis intervention support in the halls, bathrooms,
office, classroom, lunchroom, parking lot and extra-curricular programs and events.
Comments/Recommendations:
Performance Categories:
E (4)
P (3)
N (2)
Page 1
U (1)
1. Job Knowledge
_____
_____
_____
_____
2.
Work Quality
_____
_____
_____
_____
3.
Communication
_____
_____
_____
_____
4.
Teamwork
_____
_____
_____
_____
5.
Diversity
_____
_____
_____
_____
6.
Human Development and Learning
_____
_____
_____
_____
7.
Confidentiality
_____
_____
_____
_____
8.
Attendance / Punctuality
_____
_____
_____
_____
9.
PPA
_____
_____
_____
_____
10.
PPA
_____
_____
_____
_____
11. PPA
_____
_____
_____
_____
Score
Percentage
(E)xcellent
40 – 44 No ranking below Proficient
90%
(P)roficient
31 – 39 No more than 1 Needs Improvement or 0
Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
48%
(U)nsatisfactory
11 – 20
Score:
Overall Rating:
Deficiencies: (if applicable)
114
Employment Recommendation:
Reemploy:

Date: ____________________
Do Not Reemploy:

Date: ____________________
__________________________________________
Support Staff Signature
______________________________
Date
___________________________________________
Evaluator
_______________________________
Date
The support staff’s signature indicates that the support staff has seen the entire evaluation report and has
had an opportunity to discuss its content with the evaluator.
Revised 5-12
115
Appendix F-3
East Aurora School District
Support Staff Evaluation – Parent Liaison
Name ________________________________
Date_____________________
Job Title _________________________
Building Name _________________________
Category
Rating
1. JOB KNOWLEDGE
Demonstrates skills and knowledge to perform the job competently.
2. WORK QUALITY
Performs assigned tasks in a well-organized and efficient manner.
3. COMMUNICATION
Communicates and delivers student support in an effective, appropriate, and helpful manner.
4. TEAMWORK
Collaborates effectively with others.
5 DIVERSITY
Provides appropriate services to students based on individual needs.
6. HUMAN DEVELOPMENT AND LEARNING
Assists in supporting district curriculum and practices.
7. CONFIDENTIALITY
Protects the confidentiality of students.
8. ATTENDANCE / PUNCTUALITY
Accepts professional responsibilities: attendance and punctuality.
Comments/Recommendations:
Category
9. PL
Builds and maintains effective working relationships with parents and staff.
10. PL
Provides parents with community resource information/ activities and refers families to these services
when appropriate.
11. PL
Maintains appropriate documentation inclusive of parent activities, parent communication, and parent
feedback .
116
Rating
Comments/Recommendations:
Performance Categories:
E (4)
P (3)
N (2)
U (1)
1. Job Knowledge
_____
_____
_____
_____
2. Work Quality
_____
_____
_____
_____
3. Communication
_____
_____
_____
_____
4. Teamwork
_____
_____
_____
_____
5. Diversity
_____
_____
_____
_____
6. Human Development and Learning
_____
_____
_____
_____
7. Confidentiality
_____
_____
_____
_____
8. Attendance / Punctuality
_____
_____
_____
_____
9.
PL
_____
_____
_____
_____
10.
PL
_____
_____
_____
_____
11.
PL
_____
_____
_____
_____
Score
Percentage
(E)xcellent
40-44
No ranking below Proficient
90%
(P)roficient
31 -39
No more than 1 Needs Improvement or 0 Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
(U)nsatisfactory
11 – 20
48%
Score__________
Overall Rating___________
Deficiencies (if applicable)
Employment Recommendation:
Reemploy
_____
Date ____________________
117
Do Not Reemploy
_____
Date ____________________
___________________________________
Support Staff Signature
_____________________
Date
____________________________________
Evaluator
______________________
Date
The support staff’s signature indicates that the support staff has seen the entire evaluation report and has
had an opportunity to discuss its content with the evaluator.
(Revised 5-12)
118
Appendix F-4
East Aurora School District
Support Staff Evaluation – Tutor
Name: ___________________________________________ Date: ________________________________
Job Title: __________________________________
Building Name: _________________________
CATEGORY
RATING
1. JOB KNOWLEDGE
Demonstrates skills and knowledge to perform the job competently.
2. WORK QUALITY
Performs assigned tasks in a well-organized and efficient manner.
3. COMMUNICATION
Communicates and delivers student support in an effective, appropriate, and helpful manner.
4. TEAMWORK
Collaborates effectively with others.
5 DIVERSITY
Provides appropriate services to students based on individual needs.
6. HUMAN DEVELOPMENT AND LEARNING
Assists in supporting district curriculum and practices.
7. CONFIDENTIALITY
Protects the confidentiality of students.
8. ATTENDANCE / PUNCTUALITY
Accepts professional responsibilities: attendance and punctuality.
Comments/Recommendations:
CATEGORY
RATING
9. T
Works effectively with small groups of students in literacy and/ or math concepts under the
direction or certified teacher.
10. T
Supports the ongoing development of a positive learning environment.
119
11. T
Assists students with classroom activities and behavioral management system as applicable.
Comments/Recommendations:
Performance Categories:
E (4)
P (3)
N (2)
U (1)
1. Job Knowledge
_____
_____
_____
_____
2. Work Quality
_____
_____
_____
_____
3. Communication
_____
_____
_____
_____
4. Teamwork
_____
_____
_____
_____
5. Diversity
_____
_____
_____
_____
6. Human Development and Learning
_____
_____
_____
_____
7. Confidentiality
_____
_____
_____
_____
8. Attendance / Punctuality
_____
_____
_____
_____
9.
T
_____
_____
_____
_____
10.
T
_____
_____
_____
_____
11.
T
_____
_____
_____
_____
Score
Percentage
(E)xcellent
40 – 44 No ranking below Proficient
90%
(P)roficient
31 – 39 No more than 1 Needs Improvement or 0
Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
48%
(U)nsatisfactory
11 – 20
Score:
Overall Rating:
Deficiencies: (if applicable)
120
Employment Recommendation:
Reemploy:

Date: ____________________
Do Not Reemploy:

Date: ____________________
___________________________________________
Support Staff Signature
_____________________________
Date
___________________________________________
Evaluator
_____________________________
Date
The support staff’s signature indicates that the support staff has seen the entire evaluation report and has
had an opportunity to discuss its content with the evaluator.
Revised 5-12
121
Appendix F-5
East Aurora School District
Support Staff Evaluation – Health Assistant
Name: ___________________________________________ Date: ________________________________
Job Title: __________________________________
Building Name: _________________________
CATEGORY
RATING
1. JOB KNOWLEDGE
Demonstrates skills and knowledge to perform the job competently.
2. WORK QUALITY
Performs assigned tasks in a well-organized and efficient manner.
3. COMMUNICATION
Communicates and delivers student support in an effective, appropriate, and helpful manner.
4. TEAMWORK
Collaborates effectively with others.
5 DIVERSITY
Provides appropriate services to students based on individual needs.
6. HUMAN DEVELOPMENT AND LEARNING
Assists in supporting district curriculum and practices.
7. CONFIDENTIALITY
Protects the confidentiality of students.
8. ATTENDANCE / PUNCTUALITY
Accepts professional responsibilities: attendance and punctuality.
Comments/Recommendations:
CATEGORY
RATING
9. HA
Administers basic first aid and monitors medication, if applicable.
10. HA
Maintains student health and immunization records.
11. HA
Communicates effectively with parents, administration, and certified school nurses.
122
Comments/Recommendations:
Performance Categories:
E (4)
P (3)
N (2)
U (1)
1. Job Knowledge
_____
_____
_____
_____
2. Work Quality
_____
_____
_____
_____
3. Communication
_____
_____
_____
_____
4. Teamwork
_____
_____
_____
_____
5. Diversity
_____
_____
_____
_____
6. Human Development and Learning
_____
_____
_____
_____
7. Confidentiality
_____
_____
_____
_____
8. Attendance / Punctuality
_____
_____
_____
_____
9.
HA
_____
_____
_____
_____
10.
HA
_____
_____
_____
_____
11.
HA
_____
_____
_____
_____
Score
Percentage
(E)xcellent
40 – 44 No ranking below Proficient
90%
(P)roficient
31 – 39 No more than 1 Needs Improvement or 0
Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
48%
(U)nsatisfactory
11 – 20
Score:
Overall Rating:
Deficiencies: (if applicable)
123
Employment Recommendation:
Reemploy:

Date: ____________________
Do Not Reemploy:

Date: ____________________
__________________________________________
Support Staff Signature
_______________________________
Date
__________________________________________
Evaluator
________________________________
Date
The support staff’s signature indicates that the support staff has seen the entire evaluation report and has
had an opportunity to discuss its content with the evaluator.
Revised 5-12
124
Appendix F-6
East Aurora School District
Support Staff Evaluation – LCA
Name: ___________________________________________ Date: ________________________________
Job Title: __________________________________
Building Name: _________________________
CATEGORY
RATING
1. JOB KNOWLEDGE
Demonstrates skills and knowledge to perform the job competently.
2. WORK QUALITY
Performs assigned tasks in a well-organized and efficient manner
3. COMMUNICATION
Communicates and delivers student support in an effective, appropriate, and helpful manner.
4. TEAMWORK
Collaborates effectively with others.
5 DIVERSITY
Provides appropriate services to students based on individual needs.
6. HUMAN DEVELOPMENT AND LEARNING
Assists in supporting district curriculum and practices.
7. CONFIDENTIALITY
Protects the confidentiality of students.
8. ATTENDANCE / PUNCTUALITY
Accepts professional responsibilities: attendance and punctuality.
Comments/Recommendations:
CATEGORY
RATING
9. LCA
Assists students and teachers with identifying resource materials for classroom assignments.
10. LCA
Performs circulation activities, maintains database, and circulation counts.
125
11. LCA
Supports student use of informational services.
Comments/ Recommendations:
Performance Categories:
E (4)
P (3)
N (2)
U (1)
1. Job Knowledge
_____
_____
_____
_____
2. Work Quality
_____
_____
_____
_____
3. Communication
_____
_____
_____
_____
4. Teamwork
_____
_____
_____
_____
5. Diversity
_____
_____
_____
_____
6.
_____
_____
_____
_____
7. Confidentiality
_____
_____
_____
_____
8. Attendance / Punctuality
_____
_____
_____
_____
9.
LCA
_____
_____
_____
_____
10.
LCA
_____
_____
_____
_____
11.
LCA
_____
_____
_____
_____
Human Development and Learning
Score
Percentage
(E)xcellent
40 – 44 No ranking below Proficient
90%
(P)roficient
31 – 39 No more than 1 Needs Improvement or 0
Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
48%
(U)nsatisfactory
11 – 20
Score:
Overall Rating:
Deficiencies: (if applicable)
Employment Recommendation:
126
Reemploy:

Date: ____________________
Do Not Reemploy:

Date: ____________________
__________________________________________
Support Staff Signature
_____________________________
Date
___________________________________________
Evaluator
_____________________________
Date
The support staff’s signature indicates that the support staff has seen the entire evaluation report and has
had an opportunity to discuss its content with the evaluator.
Revised 5-12
127
Appendix F-7
East Aurora School District
Support Staff Evaluation – Classroom Assistant
Name: ___________________________________________ Date: ________________________________
Job Title: _________________________________
Building Name: _________________________
CATEGORY
RATING
1. JOB KNOWLEDGE
Demonstrates skills and knowledge to perform the job competently.
2. WORK QUALITY
Performs assigned tasks in a well-organized and efficient manner.
3. COMMUNICATION
Communicates and delivers student support in an effective, appropriate, and helpful manner.
4. TEAMWORK
Collaborates effectively with others.
5 DIVERSITY
Provides appropriate services to students based on individual needs.
6. HUMAN DEVELOPMENT AND LEARNING
Assists in supporting district curriculum and practices.
7. CONFIDENTIALITY
Protects the confidentiality of students.
8. ATTENDANCE / PUNCTUALITY
Accepts professional responsibilities: attendance and punctuality.
Comments/Recommendations:
CATEGORY
RATING
1. CA
Assists students with classroom learning activities under the direction of certified teacher.
2. CA
Supports the ongoing development of a positive learning environment.
128
3. CA
Assists students with daily routines.
Comments/Recommendations:
Performance Categories:
E (4)
P (3)
N (2)
U (1)
1. Job Knowledge
_____
_____
_____
_____
2. Work Quality
_____
_____
_____
_____
3. Communication
_____
_____
_____
_____
4. Teamwork
_____
_____
_____
_____
5. Diversity
_____
_____
_____
_____
6. Human Development and Learning
_____
_____
_____
_____
7. Confidentiality
_____
_____
_____
_____
8. Attendance / Punctuality
_____
_____
_____
_____
9.
CA
_____
_____
_____
_____
10.
CA
_____
_____
_____
_____
11.
CA
_____
_____
_____
_____
Score
Percentage
(E)xcellent
40 – 44 No ranking below Proficient
90%
(P)roficient
31 – 39 No more than 1 Needs Improvement or 0
Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
48%
(U)nsatisfactory
11 – 20
Score:
Overall Rating:
Deficiencies: (if applicable)
129
Employment Recommendation:
Reemploy:

Date: ____________________
Do Not Reemploy:

Date: ____________________
___________________________________________
Support Staff Signature
_____________________________
Date
___________________________________________
Evaluator
_____________________________
Date
The support staff’s signature indicates that the support staff has seen the entire evaluation report and has
had an opportunity to discuss its content with the evaluator.
Revised 5-12
130
Appendix F-8
East Aurora School District
Support Staff Evaluation – Special Education Interpreter
Name: __________________________________________
Date: ________________________________
Job Title: __________________________________
Building Name: _________________________
CATEGORY
RATING
1. JOB KNOWLEDGE
Demonstrates skills and knowledge to perform the job competently.
2. WORK QUALITY
Performs assigned tasks in a well-organized and efficient manner.
3. COMMUNICATION
Communicates and delivers student support in an effective, appropriate, and helpful manner.
4. TEAMWORK
Collaborates effectively with others.
5 DIVERSITY
Provides appropriate services to students based on individual needs.
6. HUMAN DEVELOPMENT AND LEARNING
Assists in supporting district curriculum and practices.
7. CONFIDENTIALITY
Protects the confidentiality of students.
8. ATTENDANCE / PUNCTUALITY
Accepts professional responsibilities: attendance and punctuality.
Comments/Recommendations:
CATEGORY
RATING
9. SEI
Supports school and district staff regarding assessments and information pertaining to
communication to bilingual parents of special needs’ students.
10. SEI
Interprets IEP meetings and associated conferences.
131
11. SEI
Facilitates communication with Spanish-speaking families to provide information regarding
Special Education procedures.
Comments/Recommendations:
Performance Categories:
E (4)
P (3)
N (2)
U (1)
1. Job Knowledge
_____
_____
_____
_____
2. Work Quality
_____
_____
_____
_____
3. Communication
_____
_____
_____
_____
4. Teamwork
_____
_____
_____
_____
5. Diversity
_____
_____
_____
_____
6. Human Development and Learning
_____
_____
_____
_____
7. Confidentiality
_____
_____
_____
_____
8. Attendance / Punctuality
_____
_____
_____
_____
9.
SEI
_____
_____
_____
_____
10.
SEI
_____
_____
_____
_____
11.
SEI
_____
_____
_____
_____
Score
Percentage
(E)xcellent
40 – 44 No ranking below Proficient
90%
(P)roficient
31 – 39 No more than 1 Needs Improvement or 0
Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
48%
(U)nsatisfactory
11 – 20
Score:
Overall Rating:
Deficiencies: (if applicable)
132
Employment Recommendation:
Reemploy:

Date: ____________________
Do Not Reemploy:

Date: ____________________
__________________________________________
Support Staff Signature
_____________________________
Date
___________________________________________
Evaluator
_____________________________
Date
The support staff’s signature indicates that the support staff has seen the entire evaluation report and has
had an opportunity to discuss its content with the evaluator.
Revised 5-12
133
Appendix F-9
East Aurora School District
Support Staff Evaluation – Sign Language Interpreter
Name: ___________________________________________ Date: ________________________________
Job Title: __________________________________
Building Name: _________________________
CATEGORY
RATING
1. JOB KNOWLEDGE
Demonstrates skills and knowledge to perform the job competently.
2. WORK QUALITY
Performs assigned tasks in a well-organized and efficient manner.
3. COMMUNICATION
Communicates and delivers student support in an effective, appropriate, and helpful manner.
4. TEAMWORK
Collaborates effectively with others.
5 DIVERSITY
Provides appropriate services to students based on individual needs.
6. HUMAN DEVELOPMENT AND LEARNING
Assists in supporting district curriculum and practices.
7. CONFIDENTIALITY
Protects the confidentiality of students.
8. ATTENDANCE / PUNCTUALITY
Accepts professional responsibilities: attendance and punctuality.
Comments/Recommendations:
CATEGORY
RATING
9. SLI
Interprets lectures, discussions, and other spoken word activities.
10. SLI
Supports the academic, language comprehension and social emotional progress of the hearing
impaired students in the mainstream setting.
134
11. SLI
Communicates with staff relevant to student’s academic programming.
Comments/Recommendations:
Performance Categories:
E (4)
P (3)
N (2)
U (1)
1. Job Knowledge
_____
_____
_____
_____
2. Work Quality
_____
_____
_____
_____
3. Communication
_____
_____
_____
_____
4. Teamwork
_____
_____
_____
_____
5. Diversity
_____
_____
_____
_____
6. Human Development and Learning
_____
_____
_____
_____
7. Confidentiality
_____
_____
_____
_____
8. Attendance / Punctuality
_____
_____
_____
_____
9.
SLI
_____
_____
_____
_____
10.
SLI
_____
_____
_____
_____
11.
SLI
_____
_____
_____
_____
Score
Percentage
(E)xcellent
40 – 44 No ranking below Proficient
90%
(P)roficient
31 – 39 No more than 1 Needs Improvement or 0
Unsatisfactory
70%
(N)eeds (I)mprovement
21 – 30
48%
(U)nsatisfactory
11 – 20
Score:
Overall Rating:
Deficiencies: (if applicable)
135
Employment Recommendation:
Reemploy:

Date: ____________________
Do Not Reemploy:

Date: ____________________
___________________________________________
Support Staff Signature
_____________________________
Date
___________________________________________
Evaluator
_____________________________
Date
The support staff’s signature indicates that the support staff has seen the entire evaluation report and has
had an opportunity to discuss its content with the evaluator.
Revised 5-12
136
Appendix G
137
138
139
Appendix H-2
140
141
142
143
144